MKT500 University of Miami Channel Strategies in Marketing Paper Business Finance Assignment Help

1—— After speaking with my mentor, we came up with several different ways on how this practice change would affect our facility. For my project proposal of catheter-associated urinary tract infection (CAUTI) prevention, this change will impact each all of the areas seen here. From the financial aspect, quality aspect, and clinical intervention.

A systematic review of the literature identified only four studies that produced original estimates of the attributable cost of (CAUTIs) in the United States since the year 2000. In 2016 U.S. dollars, the reported attributable costs of CAUTIs are $876 inpatient costs to the hospital for additional diagnostic tests and medications. $1,764 inpatient costs to Medicare for non-intensive care unit (ICU) patients. $7,670 inpatient and outpatient costs to Medicare. $8,398 inpatient costs to the hospital for pediatric patients and $10,197 inpatient costs to Medicare for ICU patients. The prevailing notion of a CAUTI costing approximately $1,000 is an underestimate and an oversimplification of its true economic burden because many factors such as patient population, patient acuity, infection etiology, and cost perspective can increase the cost well above $1,000.Additional research is needed to accurately assess the full economic effect that CAUTIs have on hospitals and the U.S. healthcare system Hollenbeak & Schilling (2018).

A simple clinical intervention aimed at reducing the duration of catheterization may decrease the frequency of CAUTI and antibiotic use for CAUTI, even if the impact of the intervention is variable according to the type of unit. Indeed, we recommended the removal of unnecessary urinary catheters on the fourth day of catheterization because CAUTI incidence peaked on the sixth day of catheterization during the observational phase. A continuous daily review from the time of insertion intervention might likely be even more efficient, particularly in surgical units, where postoperative patients require catheters for a few days until all vital signs have stabilized, according to Crouzet (2007).

The CDC 2015 also reported 15%-25% of patients to receive urinary catheters during their hospital stays. CAUTI represents an estimated 40% of all hospital-acquired infections. More than 70% of CAUTIs are preventable; however, more than 500,000 nosocomial CAUTIs still are reported annually in the United States (Carr et al., 2017). Using inter-professional approaches to minimize catheter insertion days and maintaining appropriate care were keys to this project’s success. Strong collaboration among nurses, other providers, PCTs, therapists, and patient transporters supported the newly established CAUTI bundle. Consistent staff education during team huddles and weekly audits also helped sustain the project’s success. CAUTI prevention interventions now have become a sustained change in nursing practice embraced by PCU staff. There will be a need for continuous education brought to the staff. The initial training would need to be done at either the quarterly staff meeting or a special in-service. This would require paying the staff to come in over their expected work hours. One would also need to take into consideration the amount of time I would need to develop a plan for the continued annual competency training. On the other hand, this change will likely save the facility on expenses. This would decrease the amount of CAUTI in the hospital.

2———-After having a long discussion with my mentor about the issues related to nursing shortage and the factors causing it, we found that there are lots of changes going to take place in our facility, which would definitely improve our quality of care towards the patients, even affect the financial and clinical aspects for developing my capstone project.

a) Financially: It is true that much money is required to establish facilities conducive for both the patients and nurses. The problems which cause staff shortage in hospitals such as, work overload, nurse turnover, low insufficient wages, improper staffing etc., would create lots of problem in patient related care and safety. By providing enough ratio of staffs among patients will avoid certain serious negative outcomes, which directly or indirectly benefit the facility in financial aspect. The cost of nurse turnover can have a huge impact on a hospital’s profit margin. According to National Healthcare Retention & RN Staffing Report (2016), the average cost of turnover a nurse ranges from $37,700 to $58,400. Hospitals can lose $5.2 million to $8.1 million annually. The turnover rate for RNs continues to rise. Turnover statistics for bedside RNs in 2014 were 16.4 percent, and they rose to 17.2 percent in 2015.

b) Quality: Evidence-based practice needs high quality for correct performance. All steps are supposed to be designed in order to avoid low quality practices. Nurse staff shortage is a threat to quality of healthcare and safety of patients in hospital facilities. The quality aspect should be carefully considered as a very sensitive matter, as we deal with human life, and not with the objects. Research has shown that hospitals with better nurse staffing and work environments have better nurse outcomes—less burnout, job dissatisfaction, and intention to leave the job (McHugh, M. D., & Ma, C. (2014). Definitely, with the sufficient number of nurses for the allotted patients will provide the best quality care to the patients and their safety as well.

c) Clinically: It is said that nurses’ important role becomes more visible during times of scarcity. Professional recognition for individuals and entire teams has grown through the years. A nursing shortage increases the spotlight on dysfunctional staff, and efforts to deal with them more earnestly. Investing in quality staff by divesting of poor role models supports quality care, retention, and morale (Lillee Gelinas, 2017). Personally, I believe that there will be well organized working environment in the facility when there is proper staffing and stress free zone, which contribute to positive outcomes.

3——-My EBP suggestion is to implement skin-to-skin contact (SSC) as a standard practice within all maternity facilities to help initiate breastfeeding as well as the additional health benefits of SSC for an infant.

Financially there is little additional cost in the implementation of SSC, due to it being a natural, non-invasive form of medical treatment. SSC is a free intervention that all health care providers can easily implement and maintain. My mentor and I did discuss the possible cost of training and educating facilities and its colleagues on the benefits of SSC and how to properly initiate and monitor SSC safely. This could be accomplished with unit based educational readings and demonstration. Choosing specific members of management and nursing leadership to receive the initial training on how to implement SSC safely and then these employees can help to train the remaining staff. All new employees would receive the training as part of their orientation and unit-based training. This would be the most cost-efficient way to implement the suggested EBP change.

SSC is a medical intervention, that in our (mentor and me) opinion, helps to heighten the quality of care a medical provider gives to their patient. The birth of a child is a momentous moment that is beautiful and highly emotional for the parents. Allowing a mother to experience SSC with their infant has been proven to help enhance bonding, breastfeeding and assists the infant with the transition of being born. SSC allows the nurse to step back and allow the parents to enjoy and bond with their new baby instantly, rather than having to wait for the nurse to wrap the infant up and bring back to the parents. Also, mothers who receive SSC have even been found, a year later, to have a stronger connection with their infants than those that did not (Skin-to-Skin Contact., n.d.).

On a clinical level, SSC would just be a matter of educating the parents on the initiation, process, and benefits of SSC. There are many educational opportunities within the obstetric clinic, especially towards the end of a pregnancy, a mother typically needs to be seen on a weekly basis. Educating the mother on skin-to-skin and what this means for her and her infant can help to enhance the experience and expectation of care once the baby is born.

4——–Research implications suggest how the findings may be important for policy, practice, theory, or subsequent research. Recommendations about research suggest that a specific action needs to be taken on policy, practice, theory or subsequent other research. How could you use implications or recommendations of your research in the planning and development stages of your project.

5———-My proposed solution is to improve satisfaction among family members of patients in the Intensive Care Unit. In one study research showed that family was not satisfied with communication, and how staff worked together. Consequently, family gave a poor score on perceived quality of care. The researchers in the study developed a communication algorithm that was set up to put a higher focus on communication and teamwork between staff and family, and to evaluate its effect on family satisfaction. The results showed that by implementing this communication algorithm, they were able to improve family satisfaction and increase the perceived quality of care (Huffines, 2013). My project is similar to this as I want to implement an educational tool that helps to prepare family members on what to expect during their loved ones stay in the ICU. I want my handout to include information about the difference health care teams, special equipment, special bedside procedures, and general orientation of the unit including contact information. This is a very stressful time and they usually cannot remember all of the information given to them. I want them to be able to keep this handout so that they can refer to it and ultimately use it to facilitate communication with staff. I want them to gain confidence and understanding of their very unfamiliar and sometimes chaotic environment. I want them to not be intimidated by all of the big equipment such as ventilators, IV pumps, and dialysis machines. My hope is that they can use this to ask questions and learn more readily about the care their loved one is receiving.

6—–SBIRT (screening, brief intervention, and referral to treatment) is being used at the Indian Health Council, but it is not being performed consistently by all providers. Barriers are a common finding when providing SBIRT services, because there is no funding for this program. Providers may not have time to screen, may not be notified of abnormal screening results by the medical assistants, and may not have time to counsel patients. Referrals are written, but patients may wait a few weeks for an appointment or may not schedule. When a patient is ready to make a change, the intervention needs to happen now, not in three weeks. This nurse’s solution is to address the barriers the clinic has in providing SBIRT services. Patients who are seen in the medical department by behavioral health staff are more likely to schedule with behavioral health, once they meet the counselor in the medical department. Brief interventions can reverse risky behaviors in patients by helping patients see the risks associated with their actions.

This nurse did not realize how many patients were affected by substance abuse until she attended some interdisciplinary meetings with TFS (Tribal Family Services) and made some visits with the public health nurse to the hospital. Child abuse, neglect, patients with heart failure and liver disease, teens, and pregnant women are impacted by alcohol and substance abuse in this community. Something must be done to break this cycle. Research has shown that brief interventions can help patients reduce substance use, but many studies show that there are barriers to providing SBIRT in many facilities. “SBIRT has been shown to be an effective tool that can empower primary care providers to identify and treat this population before costly symptoms emerge” (Hargraves, White, Frederick, Cinibulk, Peters, Young, & Elder, 2017, p. 9). Educating staff can make a big impact. Making sure patients are screened correctly and are educated on the consequences of substance use may be able to change this community.

If SBIRT is not provided, more patients will end up dying from injuries, accidents, chronic diseases, overdoses, and more children will be removed from their parents. Some patients have grown up with their family and friends using alcohol or drugs, and they do not realize it is not a normal part of life. “Because substance use disorders are becoming more of a problem identified in primary care and community-based programs, it is important that counselors routinely screen for them, intervene when screens are positive, and have access to culturally diverse and reliable referral resources” (Hodgson, Stanton, Borst, Moran, Atherton, Toriello, & Maag Winter, 2016, p. 57). The goal is to provide patients with quality care and improve the quality of their lives. Medical and behavioral health staff need to have the tools, so that SBIRT can be used effectively at the Indian Health Council. Part of obtaining the tools is making sure staff are educated appropriately on SBIRT methods and removing barriers to providing SBIRT services.

Essay 2: The Characterization of Dee in Alice Walker’s “Everyday Use”

The process of characterization is that which every author uses to make, build, or create a character. In most cases this process is carried out in three ways: 1) the author has the character say things that tell us what kind of person he or she is, 2) the author has the character do things that reveal what sort of person we are reading about (or hearing, or seeing), and 3) the author also often has other people reveal things about the character (the closer to the person another character is the better—more reliable—is the information).

First, use the following title: (but put nothing in bold–I use bold here only for emphasis)

The Characterization of Dee in Alice Walker’s “Everyday Use”

Your thesis—the final sentence in your first paragraph—must be something like the following:

In “Everyday Use,” Dee is characterized by what she does, what she says, and what others say about her.

or

In Alice Walker’s “Everyday Use” Dee is characterized by what she does, what she says, and what others say about her.

Your next three topic sentences—the first sentence in each of the next three paragraphs must be—(1) Dee is characterized by what she does. (2) Dee is further characterized by what she says. (3) Dee is also characterized by what others say about her. These must be the opening sentences of paragraphs two through four.

Your final paragraph—a conclusion—must begin with (one of the following) In conclusion, Finally, or In summary, or even another equally conspicuous and emphatic transition to a concluding statement/paragraph.

Clearly, what you have to do is fill in your paragraphs with the appropriate materials. In paragraph one you should introduce your topic in a general way, concluding with an explicit thesis. Your body, the three interior paragraphs, must provide adequate “proof” through particular instances—explicitly quoted from the text—that substantiate the assertion of the topic sentence. You must include explicit things the person says and does, as well as important things others say about the person in order to satisfy these requirements. Your conclusion must conclude. In other words, you must give no further support—the province of the interior paragraphs—the body of the essay. You must pull things together, remind the reader what you have attempted to do, and be certain to revisit the key words in your thesis—and title as well—(here at least—your character’s name and the word characterization).

If this essay seems fundamental, of course it is. The assignment is to remind you of the old standard five-paragraph essay format: tell them what you are going to tell them—tell them—then tell them what you told them. The instructor will then grade the essay and return it to you. Then you are to examine all marks and comments, communicate with the instructor if necessary, and rewrite the essay, submitting it for the second time. Both efforts will receive a grade: the second is actually somewhat more important than the first.

If you understand that this essay is on characterization . . . not on Dee, then you are on your way to a good paper with adequate focus.

Note: The research writing subject of this assignment is “Parking problems at University of South Florida”. please see Team Mission to get an idea.

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Team mission:

The team chose the name Green and Gold to symbolize their strong and caring relationship for the University of South Florida (USF). As a group we have chosen to discuss and analyze a problem a lot of USF students suffer from, limited parking spaces. It is important that we address this problem because students are required to purchase expensive permits to use USF parking facilities. However, they often find themselves driving around full parking lots looking for an empty slot to park in. This issue causes students to arrive late to classes and sometimes even skip classes because they don’t want to risk being fined for parking in a non-designated student parking.

We want to explore some solutions to this problem and one of the solutions we came out with is building parking garages instead of surface parking lots to increase the capacity of parking spaces. We are also exploring the possibility of developing a system or an app that signals empty parking spots to keep people from wandering around and wasting time. One more solution we also came up with is developing some of the empty lands and parks, that are hardly ever used on campus, into parking garages to increase the capacity of parking spots.

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Research Summary

Research in the workplace solves
problems. Tasked with a significant problem, you may be asked gather the
information necessary to fully understand the issue at hand, solve that
problem (or offer potential solutions), prove that your solutions are
viable, and/or test your solution(s). Doing this work requires different
types of research that go beyond simply querying a library database or
using Google. You will often need to speak directly to target
populations and audiences, and directly contact resources and experts in
different professions and in the community. Local and national
journalism may add context and perspective. Professional experts,
government agencies, state and local authorities all may be relevant
sources, as are individuals in target populations. Essentially, research
in the workplace requires you to think critically and creatively about

• The type of information you need; and
• The best way to get that information.

Your job is to address, explain,
and/or solve a problem using the most relevant and applicable methods
and resources. If a resource can supply information you need, then it is
the right resource for the job.

It’s also important when thinking about a problem you’re researching to keep in mind that you probably aren’t the first person or organization to deal with this issue.
Look at other organizations, groups, or communities negotiating the
same or similar issue. Research how those groups describe and deal with
the problem. The perspective of experience is invaluable to your work.
If your solution closely resembles another organization’s, it might mean
that’s the most effective solution.

Assignment

This project asks your team to do
workplace research into a local problem impacting the USF community
(which you can define however you like). Your overall goal is to
describe the problem in detail using as much information as you can
gather from as many different sources as are useful and begin to explore
potential solutions. That means you are looking at research gathered by
others (e.g., government agencies, non-profit organizations,
professional and academic experts), but also you might gather your own
data by contacting experts and asking impacted populations for their
perspective. You will produce a memo that reports your findings, giving
readers a robust understanding of the problem you have researched and
some of the possible solutions.

This memo should adhere to a professional memo format and will
probably run 500 to 1,000 words. There is no particular citation format
required, but please be consistent with whichever format you use.

Remember that this is a summary. Summarize what you
know and how you know it. You will be adding much more detail to this
research in the recommendation report itself.

How much research is enough? Think about it this
way. Your team has a certain amount of time before this memo is due.
Within that timeframe, you all have other obligations. How much research
can you reasonably do in that time? How much research will help your
team in the next project deliverables? That’s how much research you
should shoot for.

Please draft a reply to another students discussion board. The instructions for replying to another students discussion board post are as follows:

Reply to at least 2 classmates. Your replies must be typed in separate Microsoft Word documents. Your replies must include meaningful and substantive contributions to the discussion. Each reply must be 200–300 words. Include a reference page, and be sure to have in-text citations for the following sources:

• At least 1 citation from Mello (2019).
• At least 1 citation from Keller (2012).
• At least 1 citation from a related scholarly journal.

Here is the original post by another student that you are replying to:

Discussion Board Forum #1

What is your response to Keller’s big-picture thinking?

According to Keller & Alsdorf (2012), with the very creation of the world, God begins with work and immediately establishes what we all know as the standard workweek with the seventh day reserved for rest and being kept holy. The viewpoint that God continues His work through us in the occupation that we have chosen, hobbies that we pursue, and the act of simply caring for others connects the divine with our purpose on this earth as God-created humans (Keller & Alsdorf, 2019). By viewing our own work, regardless of occupation, as a continuation of God’s work on earth, helps all of us view our purpose and mission as important and necessary to fulfill God’s desires for us (Keller & Alsdorf, 2019). In my opinion, Keller’s big-picture thinking is an important realization for Christians. It provides us with motivation and a feeling of a greater purpose that is bigger than anything we could fulfill on our own. It is only with His help, love, grace, and forgiveness that we can be successful in our work and home life. According to Deilfet (2016), along the same lines as Keller’s big-picture thinking, our purpose to care for creation and our neighbors is a call to action. One in which Christians seek to help those in need because they wish to live a life of praise and they love “the God they know from whom all blessings flow” and consider themselves responsible for the care of creation (Deilfet, 2016, p. 114).

What are three related implications for the role of human resource development (HRD) as a strategic function in any business?

According to Mello (2019), “strategic management is the process by which organizations attempt to determine what needs to be done to achieve corporate objectives and, more importantly, how these objectives are to be met” (p. 84). Three related implications for the role of HRD as a strategic function are: understanding, planning, and analyzing or measuring success (Mello, 2019). The role of HRD and strategic planning is understanding where the organization has been in the past, where it intends to go in the future, and developing a way to measure the organization’s success (Mello, 2019). The purpose of understanding past strategies is to bring awareness of the results of previous strategies, what worked and what didn’t, how the employees were affected with each strategy, and how to avoid repeating the same mistakes from the past (Mello, 2019). Additionally, developing the mission of the organization acts as a guiding light for the HRD strategy when attracting new employees, educating current employees on the organizational mission, and involving senior management and organizational leaders in the training and education of employees on the mission (Mello, 2019). Once the aforementioned steps have been implemented, the HRD strategy should include a measurement of the position of the organization before the implementation of the HRD strategy and afterward to offer a way to invoke continual improvement in the HRD process (Mello, 2019). Likewise, research conducted by Alagaraja (2013) shows that the effectiveness of any HRD strategy should also be gauged by the level of service to the internal customers (i.e. employees) within the organization. It was found that the quality of communication between the HR department and internal customers of the organization are important to the effectiveness of the HRD strategy as well as the HR department itself (Alagaraja, 2013).

References

Alagaraja, M. (2013). The strategic value and transaction effectiveness of HRD: A qualitative

study of internal customer perspectives. European Journal of Training and

Development, 37(5), 436-453. doi:10.1108/03090591311327277

Deifelt, W. (2016). God’s work, our hands. Dialog, 55(2), 111-116. doi:10.1111/dial.12236

Keller, T., & Alsdorf, K. L., (2012). Every Good Endeavor: Connecting your work to God’s

work. New York, N.Y: Dutton.

Mello, J. (2019). Strategic Human Resource Management (5^th ed.). Mason, OH: Southwestern.

Discussion 1

More and more businesses have integrated social media into every aspect of their communication strategies and there are many recent examples of employees being fired from their jobs for personal social media postings. Discuss the benefits and pitfalls of using social media within businesses and if you think it is ethical for business to fire employees for personal use of social media. How can you monitor and control your own social media activities to prevent such a professional conflict?

Discussion 2

Select a technology useful for enhancing e-communication in the workplace. Discuss the benefits and challenges of this technology and how it might be used effectively to build rapport and relationships. How comfortable would you be using this technology and what can you do to better prepare yourself to be a more effective distance communicator?

Please draft a reply to another students discussion board. The instructions for replying to another students discussion board post are as follows:

Reply to at least 2 classmates. Your replies must be typed in separate Microsoft Word documents. Your replies must include meaningful and substantive contributions to the discussion. Each reply must be 200–300 words. Include a reference page, and be sure to have in-text citations for the following sources:

• At least 1 citation from Mello (2019).
• At least 1 citation from Keller (2012).
• At least 1 citation from a related scholarly journal.

Here is the original post by another student that you are replying to:

Forum 1

Human Resources Development directly links to both Keller’s big picture thinking, as well as a strategic function within a business. In regard to my response to Keller’s big picture, I believe that Keller’s model distinctly shows how our work should be an intrinsically rewarding activity, rather than a mundane task simply for the purpose of surviving. Human resources development and any human resources or talent management department of an organization is a great way to make a difference within an organization and build an intrinsic reward system for yourself as part of your career. This can be demonstrated through being utilized as part of the overarching strategic function and governance within an organization. Human resources development is and will continue to be much more than onboarding, benefits, and payroll of an organization.

In regard to my response to Keller’s big picture thinking, I inherently agree with Keller’s mindset. I believe that work is part of the human design. God shows this by not only the perfection of his work, but through his own actions. God leads by example and he shows that he cares about his work and appreciates it through a visual medium. Even He is in awe of its perfection. After his appreciation for his work, God works for us as our “Provider”. Examples of his work as a provider is the cultivation of the garden as well as giving a wife to man as seen in Genesis 2:7 (Keller & Alsdorf, 2012, p. 19-21). The Christian God (the true God), finds dignity in all of his creations, as all humans are made in his image. This separates him from other belief systems previous such as ancient Egypt, Greece, or Mesopotamia as they only felt the royals were made in the image of God. This was not a designation of somebody such as a “canal digger” which was used as an example (Keller & Alsdorf, 2012, p. 35-37).

God continues on to create through us as we work directly through His image. As discussed by Al Wolters in Keller’s text, the earth was unformed and empty and then in six days, God formed and filled the Earth. However, it was now up to people to continue his mission and develop the plant. There are many examples of where God provides the necessary framework and its on humans to take the ball and run with it. Another example of this is music as God provided the physics for us to rearrange in to beautiful sounds. Finally, the example of farming is another form of God’s plan for us to cultivate our culture in his image. Farms take soil and seeds but is on humans to take care of the plants to ensure they grow to make food. This example can be taken for anything that we have and enjoy as the framework was there, even if we don’t realize it ((Keller & Alsdorf, 2012, p. 44-47).

The two major models of strategy directly link to Keller’s big picture idea. The traditional model, which is the industrial organization (I/O) model, is considered the traditional model and was formed in the eighties. This model helps guide the strategy of the organization by examining the external environments and analyzes threats and opportunities (Mello, 2019, p. 84-86). As humans were designed to work, this gives us a chance to put our God given abilities to task. This also allows us to work with dignity by providing us with a model to go by. This further provides dignity by having a challenging model such as the resource-based view (RBV). The RBV challenges the conventional thought process by evaluating the resource and capabilities of the organization, rather than the concept of threats and weaknesses. These two models balance each other out. Utilizing both strategies, we can cultivate ideas and come up with a better idea than before. Although the traditional model seems like an older concept, this is actually the cultivation of ideas. RBV gives us an idea of what the organization is capable of. However, using the traditional model in conjunction with the RBV, we can then see that we maybe able to push the limits of our organization, for the purpose of not missing out on an opportunity (Mello, 2019, p. 84-86).

In regard to human resources development being a service, it is one of the most important roles within an organization. Specifically, the concept of setting goals and objectives gives the human resources team a great deal of power. The reason this is such an important role is that if the practices of establishing goals and objectives goes wrong long term, there can be extremely negative effects. However, if the process goes well, the service is in the form of guiding the organization to success and allowing a large group of people to prosper because of the success (Mello, 2019, p. 90).

Having flexible goals allows for cultivation of ideas as well as helping to guide the organization in the right direction. HR is also critical in the development of skills and identifying key resources to better allocate the resources available. This also further cultivates ideas and allows us to provide an important service to our organization (Rauch, Frese, & Utsch, 2005). Finally, this is also shown in the concept of corporate social responsibility. Companies are taking a much greater role in the idea of employee volunteering. This can work as both a form of team building, but also as a way for the company to give back. These initiatives are typically spearheaded by HR, furthering Keller’s big picture of providing a service (Al Kerdawy & Ahmed, 2018).

References

Al Kerdawy, Mostafa Mohamed Ahmed. (2018). The role of corporate support for employee volunteering in strengthening the impact of green human resource management practices on corporate social responsibility in the Egyptian firms: Green human resource management and corporate social responsibility in Egypt. European Management Review, doi:10.1111/emre.12310

Keller, T. & K. Alsdorf. (2012). Every good endeavor: Connecting your work to God’s work. New York, NY: Penguin Books.

Mello, J. A. (2019). Strategic human resource management (5th ed.). Boston, MA: Cengage Learning.

Rauch, A., Frese, M., & Utsch, A. (2005). Effects of human capital and Long‐Term human resources development and utilization on employment growth of Small‐Scale businesses: A causal analysis. Entrepreneurship Theory and Practice, 29(6), 681-698. doi:10.1111/j.1540-6520.2005.00103.x

Please write one or more paragraphs, explaining what topic you would like to use for the essay 1 assignment. Please explain how you think it will fit the requirements laid out in the Essay 1 Prompt Instructions. You can choose to use any argument article from either a chapter we will read AFTER essay 1 is due, OR from an outside source. It can also be from a chapter in our book that isn’t assigned to read. For it to work for the assignment is has to make an argument.