units four and unit five Health Medical Assignment Help -

units four and unit five Health Medical Assignment Help. units four and unit five Health Medical Assignment Help.

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Which of the following is NOT a step of claims management?

Question 1 options:

	COMPARISON OF LITIGATION CASES WITH OTHER FACILITIES
	MANAGEMENT OF LITIGATION
	INITIAL INVESTIGATION OF CLAIMS
	NEGOTIATION OF SETTLEMENT OF CLAIMS OUT OF COURT

QUESTION 2 (2.5 POINTS)

Question 2 Unsaved

Amounts that are owed, but not yet paid are:

Question 2 options:

	EXPENSES.
	ASSETS.
	LIABILITIES.
	BILLS.

QUESTION 3 (2.5 POINTS)

Question 3 Unsaved

Any incident or circumstance that might result in a loss is called a(n):

Question 3 options:

	DANGER.
	HAZARD.
	RISK.
	THREAT.

QUESTION 4 (2.5 POINTS)

Question 4 Unsaved

Which of the following statements is NOT true of an accounts payable system?

Question 4 options:

	IT PROVIDES AN OVERVIEW OF MONEY DUE IN DIFFERENT CATEGORIES.
	IT CONTROLS THE OUTFLOW OF MONEY FOR EXPENSES.
	IT IS USED TO MANAGE PAYMENTS FOR RECURRING EXPENSES.
	IT CAN PRINT CHECKS OR AUTHORIZE EFTS TO PAY BILLS.

QUESTION 5 (2.5 POINTS)

Question 5 Unsaved

The ________ is used to produce financial statements and monitor the overall financial health of the organization.

Question 5 options:

	PAYROLL ACCOUNTING SYSTEM
	PAYROLL ADMINISTRATION SYSTEM
	FINANCIAL LEDGER
	GENERAL LEDGER
	BUDGET

QUESTION 6 (2.5 POINTS)

Question 6 Unsaved

Setting a minimum quantity threshold on supplies in an inventory system prevents:

Question 6 options:

	GETTING TOO MANY SUPPLIES.
	RUNNING OUT OF SUPPLIES.
	ORDERING DUPLICATE SUPPLIES.
	ORDERING OF SUPPLIES.

QUESTION 7 (2.5 POINTS)

Question 7 Unsaved

Systems used to order supplies, drugs, and equipment are called:

Question 7 options:

	ORDERING SYSTEMS.
	PURCHASING SYSTEMS.
	STOCKING SYSTEMS.
	INVENTORY SYSTEMS.

QUESTION 8 (2.5 POINTS)

Question 8 Unsaved

An example of a direct cost is:

Question 8 options:

	INSURANCE.
	A MANAGER’S SALARY.
	DEPARTMENT SUPPLIES.
	RENT.

QUESTION 9 (2.5 POINTS)

Question 9 Unsaved

All of the following statements are true of appointment schedulers EXCEPT:

Question 9 options:

	HE OR SHE MUST UNDERSTAND THE PROVIDER’S SCHEDULING WISHES.
	HE OR SHE MUST BE A SKILLED MANAGER.
	HE OR SHE MUST BE ABLE TO WORK UNDER PRESSURE.
	HE OR SHE MUST BE FAMILIAR WITH THE REQUIREMENTS OF DIFFERENT TYPES OF APPOINTMENTS.

QUESTION 10 (2.5 POINTS)

Question 10 Unsaved

A/R and billing data are used, reported, and analyzed by:

Question 10 options:

	SUPERVISORS.
	EXECUTIVES.
	MANAGERS.
	ALL OF THE ABOVE

QUESTION 11 (2.5 POINTS)

Question 11 Unsaved

Which of the following is an organization’s principal tool for financial planning that usually forecasts revenue and expenses for the next fiscal year?

Question 11 options:

	FINANCIAL REPORT
	PROFIT AND LOSS REPORT
	FINANCIAL LEDGER
	BUDGET

QUESTION 12 (2.5 POINTS)

Question 12 Unsaved

________ management evaluates cases using standard criteria and then seeking authorization from the payer.

Question 12 options:

	QUALITY
	UTILIZATION
	CLAIMS
	CASE

QUESTION 13 (2.5 POINTS)

Question 13 Unsaved

Financial information systems include all of the following EXCEPT:

Question 13 options:

	PURCHASING.
	PAYROLL.
	REGISTRATION AND RECORDS.
	BUDGETING.

QUESTION 14 (2.5 POINTS)

Question 14 Unsaved

Incidents that can result in financial loss or lead to litigation are called:

Question 14 options:

	POTENTIALLY COMPENSABLE RISKS.
	POTENTIALLY COMPENSABLE MEASURES.
	POTENTIALLY COMPENSABLE ACTIONS.
	POTENTIALLY COMPENSABLE EVENTS.

QUESTION 15 (2.5 POINTS)

Question 15 Unsaved

Infections are tracked and monitored by:

Question 15 options:

	UTILIZATION REVIEW.
	QUALITY MANAGEMENT
	HEALTH INFORMATION MANAGEMENT.
	REGISTRATION AND RECORDS.

QUESTION 16 (2.5 POINTS)

Question 16 Unsaved

The ________ department reviews each patient complaint to improve care and patient satisfaction and identify patterns or cases that could present a risk to the patient or hospital.

Question 16 options:

	HEALTH INFORMATION MANAGEMENT
	REGISTRATION AND RECORDS
	QUALITY MANAGEMENT
	INFORMATION TECHNOLOGY

QUESTION 17 (2.5 POINTS)

Question 17 Unsaved

The managerial aspects of maintaining a payroll is referred to as:

Question 17 options:

	BUDGETING.
	PAYROLL ADMINISTRATION.
	PAYROLL ACCOUNTING.
	ACCOUNTS PAYABLE.

QUESTION 18 (2.5 POINTS)

Question 18 Unsaved

Payroll administration includes which of the following activities?

Question 18 options:

	GENERATING REPORTS PAYROLL ACTIVITIES.
	COMPLYING WITH FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS
	KEEPING RECORDS
	ALL OF THE ABOVE ARE INCLUDED IN PAYROLL ADMINISTRATION.

QUESTION 19 (2.5 POINTS)

Question 19 Unsaved

Which of the following situations should be reported on an incident report?

Question 19 options:

	PATIENT FALL
	MEDICATION ERROR
	VISITOR FALL
	ALL OF THE ABOVE

QUESTION 20 (2.5 POINTS)

Question 20 Unsaved

Computing an employee’s taxable wages is part of:

Question 20 options:

	PAYROLL ACCOUNTING.
	PAYROLL ADMINISTRATION.
	ACCOUNTS PAYABLE.
	BOTH A AND B

QUESTION 21 (2.5 POINTS)

Question 21 Unsaved

An up-to-date list of both acute and chronic conditions affecting the patient’s care is a(n):

Question 21 options:

	HISTORY AND PHYSICAL.
	ADMISSION LIST.
	PROBLEM LIST.
	REVIEW OF SYSTEMS.

QUESTION 22 (2.5 POINTS)

Question 22 Unsaved

The acronym SOAP stands for:

Question 22 options:

	SUBJECTIVE, OBJECTIVE, ASSESSMENT, PLAN.
	SUBJECTIVE, OCCUPATIONAL, ASSESSMENT, PLAN.
	SUBJECTIVE, OPERATIVE, AILMENTS, PLAN.
	SUBJECTIVE, OBJECTIVE, AILMENTS, PATIENT.

QUESTION 23 (2.5 POINTS)

Question 23 Unsaved

Home health agencies use the OASIS standard to document data that is sent electronically to the state and CMS every ________ days.

Question 23 options:

	10
	14
	28
	60

QUESTION 24 (2.5 POINTS)

Question 24 Unsaved

An attending physician’s request for a consult is called a(n):

Question 24 options:

	PATIENT REQUEST.
	MEDICAL REQUEST.
	REFERRAL.
	CONSULTATION.

QUESTION 25 (2.5 POINTS)

Question 25 Unsaved

Which of the following would NOT be found on a discharge summary?

Question 25 options:

	SUMMARY OF LABORATORY RESULTS
	A BRIEF HISTORY JUSTIFYING THE NEED FOR HOSPITALIZATION
	FAMILY HISTORY
	PATIENT CONDITION AT TIME OF DISCHARGE

QUESTION 26 (2.5 POINTS)

Question 26 Unsaved

Communication technology used to deliver medical care to a patient in another location is called:

Question 26 options:

	REMOTE CLINICAL TECHNOLOGY.
	TELEMEDICINE.
	RURAL HEALTHCARE TECHNOLOGY.
	TELOCARE TECHNOLOGY.

QUESTION 27 (2.5 POINTS)

Question 27 Unsaved

Who owns the patient health record?

Question 27 options:

	THE FACILITY OR PRACTICE
	THE PATIENT
	THE FEDERAL GOVERNMENT
	THE STATE

QUESTION 28 (2.5 POINTS)

Question 28 Unsaved

All of the following documentation guidelines have been developed by AHIMA EXCEPT:

Question 28 options:

	THE HEALTH RECORD SHOULD BE ORGANIZED SYSTEMATICALLY.
	ONLY AUTHORIZED INDIVIDUALS SHOULD BE ALLOWED TO ENTER DOCUMENTATION IN THE HEALTH RECORD.
	ALL ENTRIES IN THE HEALTH RECORD SHOULD NOT BE PERMANENT.
	AUTHORS OF ENTRIES SHOULD BE CLEARLY IDENTIFIED IN THE HEALTH RECORD.

QUESTION 29 (2.5 POINTS)

Question 29 Unsaved

Health information professionals use which of the following to ensure quality patient records?

Question 29 options:

	DATA SETS
	DATA ELEMENTS
	HIM POLICIES
	ALL OF THE ABOVE

QUESTION 30 (2.5 POINTS)

Question 30 Unsaved

An inpatient admission requires a history and physical within ________ days prior to admission or 24 hours after admission.

Question 30 options:

	5
	10
	14
	30

QUESTION 31 (2.5 POINTS)

Question 31 Unsaved

All of the following are documented by nurses in an inpatient facility EXCEPT:

Question 31 options:

	PATIENT’S SOCIAL HISTORY.
	ADMINISTRATION OF MEDICATIONS.
	TREATMENTS ORDERED BY THE PHYSICIAN.
	INSURANCE INFORMATION.

QUESTION 32 (2.5 POINTS)

Question 32 Unsaved

Previous illnesses, operations, injuries, diseases, allergies, and immunizations are all part of the:

Question 32 options:

	PAST MEDICAL HISTORY.
	SOCIAL HISTORY.
	FAMILY HISTORY.
	REVIEW OF SYSTEMS.

QUESTION 33 (2.5 POINTS)

Question 33 Unsaved

A(n) ________ is required in all cases of death.

Question 33 options:

	SOCIAL HISTORY
	FAMILY HISTORY
	DISCHARGE SUMMARY
	REVIEW OF CARE

QUESTION 34 (2.5 POINTS)

Question 34 Unsaved

Which of the following is NOT an advantage of the PHR?

Question 34 options:

	PATIENTS ENTER THE INFORMATION THEMSELVES.
	PATIENTS CAN RETRIEVE THEIR OWN RECORDS.
	THE RECORD CAN BE RETRIEVED USING THE INTERNET.
	IT CAN INTEGRATE INFORMATION FROM MANY DIFFERENT PROVIDERS.

QUESTION 35 (2.5 POINTS)

Question 35 Unsaved

The birth of a baby requires a document recording the birth to be signed and sent to the:

Question 35 options:

	ADMISSION OFFICE.
	PARENTS.
	ATTENDING PHYSICIAN.
	STATE HEALTH DEPARTMENT.

QUESTION 36 (2.5 POINTS)

Question 36 Unsaved

The principle reason for a visit is the:

Question 36 options:

	HISTORY OF PRESENT ILLNESS.
	REVIEW OF SYSTEMS.
	CHIEF COMPLAINT.
	SOCIAL HISTORY.

QUESTION 37 (2.5 POINTS)

Question 37 Unsaved

Surgical procedures require which of the following?

Question 37 options:

	ANESTHESIA RECORDS
	INTRAOPERATIVE RECORDS
	INFORMED CONSENT FOR THE PROCEDURE
	ALL OF THE ABOVE

QUESTION 38 (2.5 POINTS)

Question 38 Unsaved

All orders, including medications, lab tests, and diagnostic tests, must be:

Question 38 options:

	DATED.
	SIGNED.
	VERBALLY ORDERED.
	BOTH A AND B

QUESTION 39 (2.5 POINTS)

Question 39 Unsaved

Which of the following data sets are used in acute care hospitals and required by CMS?

Question 39 options:

	UNIFORM AMBULATORY CARE DATA SET
	UNIFORM CLINICAL DATA SET
	MINIMUM DATA SET
	UNIFORM HOSPITAL DISCHARGE DATA SET

QUESTION 40 (2.5 POINTS)

Question 40 Unsaved

The acronym PHR stands for:

Question 40 options:

	PROVIDER HEALTH RECORD.
	PERSONAL HEALTH RECORD.
	PATIENT HEALTH RECORD.
	PRIVATE HEATH RECORD.

units four and unit five Health Medical Assignment Help[supanova_question]

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Write a 2-3 page double spaced paper called
“Hamlet: A Character Study”
In this paper, I would like for you to spend one to two paragraphs giving a brief synopsis of the whole story.
I then want you to spend one to three paragraphs describing the character of Hamlet. What are his strengths? What are his flaws? What is your opinion of him? Use examples from the play.
I then want you to choose two other characters from the play and do the same thing you did for Hamlet (1-3 paragraphs describing their character). Again, please use examples from the play.

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“Hamlet: A Character Study”
In this paper, I would like for you to spend one to two paragraphs giving a brief synopsis of the whole story.
I then want you to spend one to three paragraphs describing the character of Hamlet. What are his strengths? What are his flaws? What is your opinion of him? Use examples from the play.
I then want you to choose two other characters from the play and do the same thing you did for Hamlet (1-3 paragraphs describing their character). Again, please use examples from the play.

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Edit revise final paper and ppt Writing Assignment Help

professors advise

part 1; more research, analysis and critical thinking – I expected to see a discussion on the healthcare offerings/plans of Metronic’s. Healthcare is one of the biggest concerns of both employers and employees over that of work/life balance issues like PTO and holidays. The entire paper veered away from those issues and concerns that were more important to both employer and employees. You may want to conduct more research and analysis of this case and include the results in the final paper.

part 2

I thought this paper needed more research, analysis and critical thinking. See comments in paper and rubric on where improvements could be made for incorporation into final paper for a better grade on this portion of the paper.

Benefits and Compensation Analysis: Misalignment, Differences, and Gaps:

The discussion mentions misalignments, gaps and differences but did not identifying and discuss them in any detail. Within the current benefits plan at Medtronic, there are several misalignments in comparison to that of competitors, based on the external benchmarking data provided. First, according to Herzlinge, Hurwich, and Bokser (2014), Medtronic’s employees pay $49.00 per month for single coverage with HealthPartners, and $146.00 for an employee plus two or more with HealthPartners; $78.25 for single coverage, and $242.75 for an employee plus two or more with Medica Choice; $11.40 for single coverage, and $24.05 for an employee plus one with Definity Health’s high deductible plan. Adversely, according to Herzlinge, Hurwich, and Bokser (2014), with competitor A’s Value PPO insurance, non- smoking single coverage employees pay $23.00 a month, and a non-smoking employee plus two or more pays $103.00. Also, with Competitor A’s Choice Plus PPO insurance, a single non-smoking employee pays $60.00 a month, and the employees plus two or more pays $179.00 per month. In both instances, the employer covers more of the total monthly cost. Furthermore, as indicated by Herzlinge, Hurwich, and Bokser (2014), with competitor B’s PPO Advantage Plan, single employees pay $39.00 a month and $148.00 a month for an employee plus others. These monthly employee premiums indicate that according to the industry standard, most employers in this market pay more of the total month premium, while the employee’s portion of the total month’s cost is less.

This indicates that the main misalignment of Medtronic’s insurance plans is that the company is not covering as much of the total monthly premiums as competitors are. Such misalignment could create a competitive disadvantage for Medtronic, as most employees expect that employers will cover all or most of their month. Lesonsky (2017) suggests, according to a survey offered by the Employee Benefit Research Institute, most employers pay the full monthly premium or a portion of the health insurance premium for employees. Furthermore, Lesonsky (2017) proposes the idea that employees believe that it is customary for employers to cover all or some of their monthly health insurance premium. Moreover, according to Fronstin, Employee Benefit Research Institute (EBRI), and Greenwald (2016), employees see lower expenses as one of the main advantages of having health insurance benefits from the work place. This implies that Medtronic’s employees may expect to pay less for monthly premium coverage. Therefore, not offering lower monthly premiums for employees creates a misalignment for Medtronic, because their competitors offer lower monthly premiums to their employees.

Some of the differences between Medtronic’s insurance plans and competitor insurance plans are that competitor A offers smoker/ non-smoker coverage while competitor B has clinics at the job site for employees. Also, with competitor A, non-smoker employees receive a benefit of paying less money per month toward their premium for remaining healthy. Offering such benefits can allow employees to rewarded for not smoking.

Some gaps with Medtronic’s plans are not all of their plans provide a HSA. For example, HealthPartners and Medica Choice plans do not offer a HSA.Herzlinge, Hurwich, and Bokser (2014) propose the idea that health savings accounts (HSA) are accounts that the employee and employer both contribute money to; this money can be used for qualified health expenses and the funds never expire which allows employees to roll money over year to year. Also, Medtronic has high deductible insurance plans. This could suggest that the company is not fully considering the costs their employees may encounter when having such a plan; therefore, Medtronic should consider offering more flexibility in their high deductible insurance plan. According to de la Torre-Ruiz, Vidal-Salazar, and Cordón-Pozo (2017), offering a greater flexibility in insurance benefits allows employees to select the benefits that better suit their personal needs. This suggests that if Medtronic adjusts their high deductible plans to minimize costs to employees, they might provide employees with the option of choosing a plan that better fits their personal financial circumstances. Not doing so creates a gap of not fully meeting the needs of their employees.

References

de la Torre-Ruiz, J. M., Vidal-Salazar, M. D., & Cordón-Pozo, E. (2017). Benefit flexibility and benefit satisfaction: Does employee’s personality matter?. Personnel Review, 46(1), 2-16. doi:10.1108/PR-04-2015-0082

Fronstin, P., Employee Benefit Research Institute (EBRI), & Greenwald, L. (2016). Value of workplace benefits: findings from the 2016 health and voluntary workplace benefits survey. Retrieved from https://www.ebri.org/pdf/notespdf/EBRI_Notes_v38no5_WBS.18Apr17.pdf

Herzlinger, R., Hurwich, J., & Bokser, S. (2014). Consumer-Driven Health Care: Medtronic’s Health Insurance Options. Retrieved December 4, 2017 fromhttps://cb.hbsp.harvard.edu/cbmp/product/302006-PDF-ENG

Lesonsky, R. (2017). The no. 1 benefit your employees want. Retrieved from https://smallbiztrends.com/2017/05/benefit-your-employees-want.html

Martocchio, J. J. (2017). Strategic compensation: A human management approach (9^th ed.). Hoboken, NJ: Pearson Education, Inc.

-4

Benefits and Compensation Analysis: Strengths and Weaknesses:

I wanted to see a discussion that clearly delineated and explained the many strengths and weaknesses in the plans/offerings.

The strong suits of the current system, listed in, The Harvard Business School case study, Consumer-Driven Health Care: Medtronic’s Health Insurance Options, are:

Each plan allows for choosing doctors but out of network doctors were not fully covered.
A PCA (personal care account) or HRA-contributed to by employers for use “to pay for health care expenses from their chosen provider” (Herzlinger, Hurwich, Bosker, 2014, p.2). Which allows for some of the upfront, out of pocket expenses to be met, as well as the deductible. And supports out of network choice of doctors and hospitals, to a financial end.
Comprehensive Health Coverage- Three levels of deductibles from which employees could choose depending on health and budget needs (Herzlinger, et. al, 2014).
Health Tools and Resources-both online and by phone, adding resources to support health and wellness decisions. Allowing employees to research providers and prices for services and talk with Nursing professionals, pharmacists. As well as track their PCA and Comprehensive Health Coverage activity. (Herzlinger, et. al, 2014).
The plans that pay for all preventative care, which “encourage participants to receive periodic physical exams, immunizations and other services designed to maintain health and to ensure early detection and treatment as necessary” (Herzlinger, et. al, 2014, p.2).
Definity Plan over the long term was expected to cost less than traditional plan offerings. Allowing Medtronic to remain cost neutral (Herzlinger, et. al, 2014).
Definity Plan in the second year was approaching an equal distribution between males and females for enrollment. Out of 10,500 employees, 4040 had enrolled after 2 years of coverage (Herzlinger, et. al, 2014).

The weak areas of the current system shared in the case study, Consumer-Driven Health Care: Medtronic’s Health Insurance Options, are:

The Gatekeeper model, requiring referrals for specialists (Herzlinger et. al, 2014).
Significant upfront out of pocket expenses for services other than preventative care, like emergency room visits (Herzlinger, et. al, 2014).
Out of pocket expenses were higher if choosing Doctors or hospitals outside of the network as they were not fully covered (Herzlinger, 2014, p. 8).
Each plan charged different amounts and differed in the deductible that participants would have to pay before the insurance coverage began (Herzlinger, et. al, 2014).

Reference

-3

Benefits and Compensation Analysis: Increased or Stay the Same:

I want you to support your assertions/discussion with documented evidence from the case or with outside research. The rewards components that should be increased and emphasized are:

Increasing the employer contribution to the PCA or HRA- allows for coverage of deductible and out of pocket expenses associated with out of network services or Doctors.
Increasing the types Health Tools and Resources- adding more value through engagement and health contests. To create ways to support the participants and encourage health, is consistent with Medtronic’s pro employee culture.
Increasing the network of providers and hospitals to a broad spectrum will offer more choice to participants, meeting more of the health needs of all the participants.

The rewards components that should stay the same and be left alone are:

Ability to choose in- network doctors or out of network doctors
PCA/HRA-the balance remaining at the end of the year could be carried over to the next year. The amount credited to a PCA was done in a tax effective manner
Self-referrals- provided the specialists are within network.
Provides full payment, after co- pay in most cases
In network of clinic based providers.
-2

Benefits and Compensation Analysis: Reduced:

The rewards components that should be reduced are:

Co- insurance should be reduced as adds to high out of pocket expenses
Any high out of pocket expenses, that prevents employees from using their healthcare benefits to the fullest extent and purpose. According to SHRM How to Guide, How to Design an Employee Benefits Program,

Some employers choose to have general benefits objectives, whereas others incorporate the objectives in their total compensation philosophy. The benefits objectives are not static and should be evaluated and revised to reflect the current employer strategy and employee needs. Sample objective: To establish and maintain a competitive employeebenefits program based on employees’ needs for paid time off and protection against the

risks of old age, loss of health and loss of life (SHRM, 2017).

References

How to design an employee benefits program. (2017, October 30). SHRM. Retrieved January 2, 2018, from https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/howtodesignanemployeebenefitsprogram.aspx

-3

Benefits and Compensation Analysis: Degree of the Existing Population:

When considering making changes to Medtronic’s current health insurance plans, more full-time employees will be affected by implemented changes than part-time employees. According to Herzlinge, Hurwich, and Bokser (2014), over 9,000 thousand of Medtronic’s employees are full-time, while less than 900 are part-time. This suggests that the overall impact to employees, if changes are implemented, may be that more of Medtronic’s full-time employees will likely be more satisfied with their health care coverage. As advised by Lesonsky (2017), insurance offered by employers is very important to employees, and it promotes higher employee because when employees are happy with their health care benefits they will likely be happy with their job. Therefore, changing the insurance plans at Medtronic will impact all employees, especially their full-time employees, because these employees make up the majority of Medtronic’s staff. Also, Medtronic as a whole will be affected if changes are made to their current plans. The company may have greater benefits expenses. According to the Society for Human Resource Management (2017) handling employee benefits can be expensive for employers. Therefore, Medtronic will likely be affected by changes to their insurance plans.

References

Herzlinger, R., Hurwich, J., & Bokser, S. (2014). Consumer-Driven Health Care: Medtronic’s Health Insurance Options. Retrieved December 4, 2017 from https://cb.hbsp.harvard.edu/cbmp/product/302006-PDF-ENG

Lesonsky, R. (2017). The no. 1 benefit your employees want. Retrieved from https://smallbiztrends.com/2017/05/benefit-your-employees-want.html

Society for Human Resource Management. (2017). How to Design an Employee Benefits Program. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/howtodesignanemployeebenefitsprogram.aspx

-4

Articulation of Response:

References must be in alphabetical order -2

part3

I thought this paper needed more analysis and critical thinking. The paper did not demonstrate a proficient level of understanding and comprehension of the topics nor did it show a command of the issues in the case. See my comments/perspective in the paper and you may want to consider incorporating them into final paper for a better grade on this portion of the paper.

Revisions: Constraints:

Constraints/Recommendations

The discussion did not adequately address the topic. This discussion asked for recommendations that would take certain financial, legal and procedural constraints into consideration. I did not see any recommendation provided nor did I see any discussion around the above-mentioned constraints. Remember, a constraint is a limitation or a restriction. You were not clear on how these: financial, procedural, legal limit or restrict the organization benefits/compensation offerings.

When considering a revised benefits and compensation package for Medtronic recommendations for addressing the possible financial, practical and lawful limitations can be made. These recommendations include first, when increasing the employer contribution amount it is understood that financial costs for the company will increase, to combat this it is recommended that Medtronic encourages health care consumerism amongst their employees. According to the Society for Human Resource Management (2017), health care consumerism relates to the exertions made by employers to encourage employees to make healthier personal choices in their daily lives; the employer also provides educational information that aids in increasing employee knowledge of the costs incurred when they use their health care as well as potential incentives for lower health care costs. Moreover, the Society for Human Resource Management (2017) implies that health care consumerism relates to the incentives, health care plan design and effective communication that aid employees in making healthier choices. Therefore, it is recommended that Medtronic consider using methods of consumerism to combat potential financial increases. Also, it is recommended that Medtronic negotiates their benefits contact terms with current merchants. As presented by the Society for Human Resource Management (2017), companies should be more aggressive when discussing their contracts with health care merchants; companies should request a breakdown of services charges and negotiate the individual cost of each service. Taking these steps can promote a greater control of health insurance expenses, according to the Society for Human Resource Management (2017). Hence, it is recommended that Medtronic negotiates the terms of their health care plans benefits to reduce costs.

When considering a revised benefits and compensation package for Medtronic, recommendations for addressing procedural limitations include performing a needs evaluation of employees; this could aid in providing suggestions of what employees should consider when making health insurance selections. The Society for Human Resource Management (2017) suggests that employers should evaluate the needs of employees by using a needs assessment survey; then compare the results to their current benefits to determine which benefits support the needs of their employees. Moreover, it is recommended that Medtronic provides information to aid employees with making selections prior to employees choosing their health care plans. According to Miller (2016), to aid employees in determining which plans to choose, employers should encourage employees to evaluate recent or potential changes to their health and personal relationships prior to making their insurance selections. Following such steps could aid Medtronic in addressing procedural limitations.

Additionally, recommendations for addressing legal limitations include considering the Patient Protection and Affordable Care Act of 2010. As offered by Martocchio (2017), under this law employers are obligated to offer health insurance to their employees; if employers do not offer health insurance to their employees they are breaking the law and must pay a penalty. Furthermore, the Social Security Act of 1935 and the Family and Medical Leave Act of 1993 should be considered. According to Martocchio (2017), the Social Security Act of 1935 recognizes three types of lawfully mandated benefits that include unemployment insurance, retirement income and benefits for dependents as well as medical insurance. While the Family and Medical Leave Act of 1993 mandates that employers annually provide workers with twelve weeks of unpaid leave for emergencies related to family or medical concerns. Consequently, it is reccommeded that Medtronic considers such laws when addressing the concerns of providing health insurance and legally required benefits. Failure to do so could result in increased expenses for the company, due to penalties.

References

Herzlinger, R., Hurwich, J., & Bokser, S. (2014). Consumer-driven health care: Medtronic’s health insurance options. Retrieved December 4, 2017 from https://cb.hbsp.harvard.edu/cbmp/product/302006-PDF-ENG

Martocchio, J. J. (2017). Strategic compensation: A human management approach (9^th ed.). Hoboken, NJ: Pearson Education, Inc.

Miller, S. (2016). 10 questions for employees choosing a health plan. Retrieved from https://www.shrm.org/ResourcesAndTools/hr-topics/benefits/Pages/health-plan-questions.aspx

Society for Human Resource Management. (2017). How to Design an Employee Benefits Program. Retrieved fromhttps://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/howtodesignanemployeebenefitsprogram.aspx

Revisions: Financial Cost:

I wanted an analysis and discussion that took into consideration the costs associated with other offerings by the company. In addition, I wanted to see at a minimum, the definition of direct and indirect compensation. Direct compensation is, according to the SHRM Toolkit, refers to wages paid by employers to employees in exchange for work. Compensation also includes variable pay in the form of short- and long-term incentives, such as cash bonuses, commissions and company stock awards (SHRM, 2017).

Indirect compensation, according to the SHRM Toolkit is used by employers, to attract, recognize and retain workers. It includes designing and administering benefits such as health, disability and other insurance; paid leave; retirement income and planning; various employee services; and benefits mandated by federal, state or local laws and regulations (SHRM, 2015).

See discussion at end of this section.

Direct compensation is, according to the SHRM Toolkit, refers to wages paid by employers to employees in exchange for work. Compensation also includes variable pay in the form of short- and long-term incentives, such as cash bonuses, commissions and company stock awards (SHRM, 2017).

Implementing salary-based premiums may increase the total costs incurred to Medtronic for an employee whose annual premium expense would be greater than 9.5 percent of their annual family income. In these cases, Medtronic would be responsible for covering 85 percent of the employee’s annual premiums, as indicated below.

Annual Medtronic and Employee Contributions

	Health Partners		Medica		Definity Health – Low Deductible		Definity Health – Medium Deductible		Definity Health – High Deductible
	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic
Employee Only	$343.80	$1948.20	$435.60	$2488.80	$370.80	$2101.20	$781.20	$4426.80	$1080.00	$6120.00
Employee Plus One	$696.60	$3947.40	$880.20	$4987.80	$340.20	$1927.80	$716.40	$4059.60	$973.80	$5518.20
Employee Plus Two or More	$1031.40	$5844.60	$1366.20	$741.80	$320.40	$1815.60	$682.20	$3865.80	$ 932.40	$5283.60

Employees whose annual premium expense is less than 9.5 percent of their family income would be subjected to the current annual premium amounts of as presented by Herzlinge, Hurwich, and Bokser (2014), shown below.

Annual Medtronic and Employee Contributions

	Health Partners		Medica		Definity Health – Low Deductible		Definity Health – Medium Deductible		Definity Health – High Deductible
	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic
Employee Only	$588.00	$1704.00	$939.00	$1989.00	$528.00	$1944.00	$1000.80	$4207.20	$1382.40	$5817.60
Employee Plus One	$1188.00	$3456.00	$1905.00	$3963.00	$336.00	$1932.00	$613.20	$4162.80	$847.20	$5644.80
Employee Plus Two or More	$1752.00	$5124.00	$2913.00	$6195.00	$137.40	$1998.60	$288.60	$4259.40	$398.40	$5817.60

If Medtronic covers the full monthly premium for all employees the costs incurred would be as shown below.

Annual Medtronic and Employee Contributions

	Health Partners		Medica		Definity Health – Low Deductible		Definity Health – Medium Deductible		Definity Health – High Deductible
	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic
Employee Only	$0	$2292.00	$0	$2928.00	$0	$2472.00	$0	$5208.00	$0	$7200.00
Employee Plus One	$0	$4644.00	$0	$5868.00	$0	$2268.00	$0	$4776.00	$0	$6492.00
Employee Plus Two or More	$0	$6876.00	$0	$9108.00	$0	$2136.00	$0	$4548.00	$0	$6216.00

If Medtronic implemented changes where each employee covered their full monthly premium for health insurance, as presented by Herzlinge, Hurwich, and Bokser (2014), costs to the employee would be as follows:

	Health Partners		Medica		Definity Health – Low Deductible		Definity Health – Medium Deductible		Definity Health – High Deductible
	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic	Cost to Employee	Cost to Medtronic
Employee Only	$2292.00	$0	$2928.00	$0	$2472.00	$0	$5208.00	$0	$7200.00	$0
Employee Plus One	$4644.00	$0	$5868.00	$0	$2268.00	$0	$4776.00	$0	$6492.00	$0
Employee Plus Two or More	$6876.00	$0	$9108.00	$0	$2136.00	$0	$4548.00	$0	$6216.00	$0

Annual Medtronic and Employee Contributions

References

Introduction to the human resources discipline of employee benefits. (2015, June 27). SHRM. Retrieved January 14, 2018, from https://www.shrm.org/ResourcesAndTools/tools-and-samples/toolkits/pages/employeebenefits.aspx

Managing healthcare costs. (2017, January 11). SHRM. Retrieved January 14, 2018, from https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managinghealthcarecosts.aspx

the original assignment

The final project for this course is the creation of a benefits and compensation analysis (with revisions) and a stakeholder presentation.
Professionals in the human resources field are often tasked with overseeing the benefits and compensation functions within any given organization. Human
resource professionals often have to examine specific compensation and benefit elements of a total rewards system and compare them with qualitative and
quantitative data collected internally, to determine how to fairly and appropriately reward employees for their work.
For the summative assessment, imagine you have been tasked with evaluating and revising the current benefits and compensation package of an organization.
You will utilize information from a case study to compare and contrast the organization’s total reward system with external benchmarking data, analyze data for
gaps, and make revisions to the existing compensation and benefit package. The information you are provided will be based on a specific aspect of a benefits and
compensation package (retirement benefits, medical benefits, etc.). You must also create a presentation to stakeholders that explains the proposed changes,
your rationale, and the implications of the changes for the organization.
The project is divided into three milestones, which will be submitted at various points throughout the course to scaffold learning and ensure a quality final
submission. These milestones will be submitted in Modules Three, Five, and Seven. The final project will be submitted in Module Nine.
In this assignment, you will demonstrate your mastery of the following course outcomes:
 Analyze qualitative input from stakeholders for prioritizing employee concerns regarding existing organizational total rewards systems
 Compare existing internal quantitative data regarding benefits and compensation structures to external benchmarking data for determining key areas of
concern in organizational total rewards systems
 Evaluate strengths and weaknesses of organizational benefits and compensation structures for informing the revision of benefits and compensation
systems
 Design revised benefits and compensation packages that address key stakeholder concerns and align with established financial, organizational, and legal
constraints
 Appropriately communicate proposed changes of organizational benefits and compensations structures to various internal stakeholder populations
Prompt
In your role as a human resources professional, you have been asked to revise aspects of the current benefits and compensation package illustrated in the
Harvard Business Review case study “Consumer-Driven Health Care: Medtronic’s Health Insurance Options” and make revisions to the package to accommodate
issues and concerns. You have also been asked to prepare a presentation to stakeholders regarding your proposed revisions. You will begin with an analysis of
quantitative and qualitative information about the current rewards system. Use this information to identify strengths and weaknesses of the current package and
make recommendations, while addressing stakeholder concerns and previously identified weaknesses. You will communicate these proposed changes in a
presentation to stakeholders of the organization.
Specifically, the following critical elements must be addressed:
I. Benefits and Compensation Analysis: For this part of the assessment, you will analyze given aspects of a benefits and compensation package from the
provided case study. You will analyze qualitative and quantitative data regarding the current system and determine gaps in that system that will inform
your future recommendations and revisions.
A. Analyze the issues or concerns of employees through a review of the qualitative data presented in the case study, for their validity and
importance. Be sure to consider the needs of different demographics of employees within the organization.
B. Determine which issues within the qualitative input data from employees were the most consistent and the most prominent. You may consider
also representing your response visually.
C. Determine the key issues or concerns of employees that should be targeted and addressed, based on the provided qualitative data. Justify your
response. What issues or concerns should be targeted and why? Why should other concerns be made less of a priority? You could consider the
underlying reasons behind the issues voiced by employees.
D. Compare and contrast the provided quantitative data regarding the current benefits and compensation system with external benchmarking
data from organizations within the same industry. Be sure to use the provided table to complete your response. What does the current system
have that other organizations do not? What do other organizations offer that the current system does not? Be sure to justify your response.
E. Determine areas of misalignment, differences, and gaps present in the current benefits and compensation system, based on the external
benchmarking data. What are the key areas of the current system that are misaligned with the industry standard?
F. Based on your analysis of the provided qualitative and quantitative data, determine strengths and weaknesses present in the current benefits
and compensation system. What are the strong suits of the system? What are the weak areas? Be sure to justify your response.
G. Determine rewards components that should be increased or stay the same, and provide your rationale. What in the current package should be
emphasized or left alone?
H. Determine rewards components that should be reduced, and provide your rationale. What in the current package should be addressed?
I. Compare qualitative input data and quantitative analysis with the organization’s employee demographic data to determine the degree of the
existing population that will be affected by the proposed changes. In other words, what is the overall impact of a proposed change?
II. Revisions: In this part of the assessment, you will make recommendations and revisions to the current benefits and compensation package to address
any concerns and gaps previously identified.
A. Make recommendations for accommodating potential financial, procedural, and legal constraints regarding the revised benefits and
compensation package.
B. Make revisions to the current benefits and compensation package that address concerns related to your previous analysis of the quantitative
and qualitative data. In other words, what changes would you make to the current benefits and compensation package in order to address any
concerns you previously identified?
C. Explain the financial cost of proposed changes to both direct and indirect compensation. Be sure to address fully funded organizational changes,
partially funded changes (and by what percentage), and fully employee-funded benefits.
D. Explain the cost of each benefit and compensation element as a cost per employee. You may want to show cost increases or decreases per
benefit item, with a total roll up cost to the employee and the organization.
III. Presentation: In this part of the assessment, you will develop a presentation to stakeholders that describes your recommended changes and provides
both context and rationale for why you believe they should occur. This presentation must be developed in such a way that it is accessible for all
stakeholders (leadership, management, employees, and so on).
A. Provide an overview of the qualitative input data, quantitative benchmarking data, and the gap analysis that was conducted.
B. Provide a rationale for proposed changes and explain how the proposed changes will achieve targeted organizational goals and address
stakeholder concerns.
C. Explain the implications of implementing the new system for the organization and for different employee populations.

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CEGR 436: Elementary Structural Design Design Project Engineering Assignment Help

Objectives : 1) To be able to idealize and analyze any structure using fundamental principles of structural design. 2) To understand the basic approach in the analysis and design by using STAADpro

Project Description: Modeling:

The project will involve doing the following mandatory procedures:

Create a model of a seven-story steel frame building in STAAD Pro. The plan of building has a regular beam and column arrangement through 7 stories. Story heights are as follows – first two stories are 15 ft, next 2 stories are 12 ft and the top 3 stories are 10 ft. The small squares indicate column locations. The columns are identified by the lines A – F and 1 – 6. Thus the column shown shaded would be identified as column C-1 and shaded area between C3, D3, C4 and D4 is open area.

Modeling structure includes: (nodes, beams and columns) using STAAD pro; input all primary load cases and LRFD load combinations. Analyze the structure and prepare table of member forces in frame members. All members of the frame – Beams and Columns – are W-sections

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Assessment 1 Implementing the Nursing Process Health Medical Assignment Help

Assessment Instructions

Note: Complete the assessments in this course in the order in which they are presented.

Preparation

For this assessment, you will develop an ADPIE care plan.

Complete the Vila Health: Implementing the Nursing Process exercise, linked in the Required Resources. This interactive simulation will enable you to interview a patient and gather the information needed for your care plan.

Note: Remember that you can submit all, or a portion of, your draft care plan to Smarthinking for feedback, before you submit the final version for this assessment. However, be mindful of the turnaround time of 24–48 hours for receiving feedback, if you plan on using this free service.

Requirements

Develop an ADPIE care plan for the patient.

Care Plan Format

Use the ADPIE Care Plan Template [DOCX] and the Guidelines for the ADPIE Phases [PDF] documents linked in the Required Resources.

Supporting Evidence

Cite 5–7 sources of credible, scholarly or professional evidence to support your care plan. Cite one source for each phase: assessment, diagnosis, planning, implementation, and evaluation.

Completing the ADPIE Care Plan From a Care Coordinator Point of View

Note: The requirements outlined below correspond to the grading criteria in the scoring guide. Be sure that your care plan addresses each point, at a minimum. You may also want to read the Implementing the Nursing Process Scoring Guide to better understand how each criterion will be assessed.

Obtain subjective (personal) data and objective (independent) data from the patient.
- Assess the quality of the data.
- Consider psychological, sociocultural, spiritual, and economic barriers, lifestyle factors, and other elements that become relevant during the interview.
Evaluate the patient’s experiences or responses to actual or potential health problems or life processes.
- Make three nursing diagnoses, exercising sound clinical judgement.
- What evidence supports your conclusions?
Set measurable, achievable, short- and long-range, patient-centered goals or outcomes for nursing interventions, based on patient feedback, that adhere to legal and ethical standards of care.
- What needs to happen for the patient to get better?
- How will you effectively provide patient-centered care, while addressing identified goals, using professional standards of practice?
- What are your legal and ethical guidelines?
- How will you ensure (or advocate) that provided care is within the realm of the patient’s consent for care?
- What assumptions or uncertainties are inherent in your goals or outcomes?
- Consider possible alternate perspectives and conflicting evidence in formulating your goals or outcomes.
Select unbiased, collaborative interventions to help meet the identified goals and outcomes for the patient.
- What is your rationale for selected interventions?
- What assumptions underlie your proposed interventions?
- How will you implement selected interventions to help meet established goals or outcomes?
Describe the expected outcomes of the care plan.
- What factors could create potential uncertainties and necessitate adjustments to care?
Write clearly and concisely, using correct grammar and mechanics.
- Express your main points and conclusions coherently.
- Proofread your writing to minimize errors that could distract readers and make it more difficult for them to focus on the substance of your evaluation.
Support main points, claims, and conclusions with relevant and credible evidence, correctly formatting citations and references using APA style.
- Is your supporting evidence clear and explicit?
- How or why does particular evidence support a claim?
- Will your audience see the connection?

Additional Requirements

Be sure that:

You have cited 5–7 sources of credible, scholarly or professional evidence to support your care plan, one source for each phase: assessment, diagnosis, planning, implementation, and evaluation.

Portfolio Prompt: You may choose to save your care plan to your ePortfolio.

Assessment 1 Implementing the Nursing Process Health Medical Assignment Help[supanova_question]

reflection paper Writing Assignment Help

this assignment is a reflection paper on two things

1) https://michaelpollan.com/articles-archive/power-steer/

there should be comments and opinions on what it says on the article

2)https://ufile.io/nudf4

this is a talk and you should do the same comment on his talk.

bellow is the writing prompts that should help you on writing the assignment

(1) Please comment on the talk by Chris Deutsch (mp3 interview)

(2) Let’s talk about antibiotic use in the diet of beef and dairy animals.

(3) What is the ‘hormone implant’ and why was it banned in the European Union?

(4) Your comment:

Yet the factory metaphor obscures as much as it reveals about the creature that stood

before me. For this steer was not a machine in a factory but an animal in a web of

relationships that link him to certain other animals, plants and microbes, as well as to

the earth. And one of those other animals is us. The unnaturally rich diet of corn that

has compromised No. 534’s health is fattening his flesh in a way that in turn may

compromise the health of the humans who will eat him. The antibiotics he’s consuming

with his corn were at that very moment selecting, in his gut and wherever else in the

environment they wind up, for bacteria that could someday infect us and resist the

drugs we depend on. We inhabit the same microbial ecosystem as the animals we eat,

and whatever happens to it also happens to us.

(5) Your comment:

I thought about the deep pile of manure that No. 534 and I were standing in. We don’t

know much about the hormones in it — where they will end up or what they might do

once they get there — but we do know something about the bacteria. One particularly

lethal bug most probably resided in the manure beneath my feet. Escherichia coli 0157

is a relatively new strain of a common intestinal bacteria (it was first isolated in the

1980’s) that is common in feedlot cattle, more than half of whom carry it in their guts.

Ingesting as few as 10 of these microbes can cause a fatal infection

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Strategic Plan Part III: Balanced Scorecard and Communication Plan Writing Assignment Help

THIS IS A CONTINUATION ASSIGNMENT FROM THE PRIOR TWO WEEKS. I’VE ATTACHED THE OTHER TWO ASSIGNMENTS WITH THE PROFESSORS FEEDBACK. PLEASE ADJUST THIS ASSIGNMENT ACCORDINGLY. I’VE ALSO ATTACHED THE MATERIALS NEEDED FOR THE ASSIGNMENT.

Purpose of Assignment

Students will have the opportunity to develop a Balanced Scorecard. This, in turn, will allow them to create effective strategic objectives to be included as part of their overall strategic plan. They will also be presented with the task of creating a brief communication plan that will be used by their proposed division to efficiently distribute information with regard to their strategic initiatives.

Assignment Steps

Resources: Strategic Planning Outline and Week 4 textbook readings

Create a minimum 1,050-word strategic objectives summary.

Include your balanced scorecard and its impact on all stakeholders, and the communication plan.

Identify key trends, assumptions, and risks in the context of your final business model.

Develop the strategic objectives for your new division of the existing business in a balanced scorecard format in the context of key trends, assumptions, and risks. The strategic objectives are measures of attaining your vision and mission. As you develop them, consider the vision, mission, and values for your business and the outcomes of your SWOTT analysis.

Consider the following four quadrants of the balanced scorecard when developing your strategic objectives:

Shareholder Value or Financial Perspective, which includes strategic objectives in areas such as:
- Market share
- Revenues and costs
- Profitability
- Competitive position
Customer Value Perspective, which includes strategic objectives in areas such as:
- Customer retention or turnover
- Customer satisfaction
- Customer value
Process or Internal Operations Perspective, which includes strategic objectives in areas such as:
- Measure of process performance
- Productivity or productivity improvement
- Operations metrics
- Impact of change on the organization
Learning and Growth (Employee) Perspective, which includes strategic objectives in areas such as:
- Employee satisfaction
- Employee turnover or retention
- Level of organizational capability
- Nature of organizational culture or climate
- Technological innovation

Evaluate potential alternatives to the issues and/or opportunities identified in the SWOTT Analysis assignment and table you completed in Week 3.

Create at least three strategic objectives for each of the four balanced scorecard areas. Base your solutions on a ranking of alternative solutions including the following:

Identify potential risks and mitigation plans.
Analyze a stakeholder and include mitigation and contingency strategies.
Incorporate ethical implications.

Develop a specific metric and target for each strategic objective using a balanced scorecard format.

Example: a strategic objective in the shareholder or financial perspective is to increase market share. A metric to actually measure this strategic objective of market share increase is, “The percentage of increase in market share.” The target is the specific number to be achieved in a particular time period. The target for the metric of “Increase market share” could be “Increase market share by 2% for each of the next 3 years” of an increase of 2% per year for 3 years.

Outline a brief communication plan discussing how you will communicate the company’s strategic objectives including the following:

Define the purpose.
Define the audience.
Identify the channel(s) of communication and why you selected that channel.

Format your assignment consistent with APA guidelines.

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response to the questions on” Thinking for Yourself by Marlys Mayfield, 9th edition, Cengage, 2014″ Humanities Assignment Help

You have to have the book and have read the book “Thinking for Yourself by Marlys Mayfield, 9th edition, Cengage, 2014″

You have to read Chapter 7 before.

1.Look at the discovery exercise on page 195 and pick a type of viewpoint and a subgroup. As in study question #2 at the very bottom of the page, post a description of how the members identify themselves (in as many ways as you can think of)

2.Respond to at least one other student’s post (I will give you the post after you gave me the first assignment)

[supanova_question]

Information Technology Research Paper Health Medical Assignment Help

Assignment Name: Surgery Scheduling System

Research Assignment-

Purpose

The purpose for this assignment is to gain an in-depth understanding of an Information Technology (IT) topic of choice.

Description

Students will select a topic of choice (the topic must be approved by the instructor) and develop a traditional, APA formatted research paper. Student assignments must correlate to one of the following focus topics.

Research how Information Technology (IT) projects are unique and propose project management concepts that best fit within an IT project environment.
Research and propose project management tools or processes for use in successfully managing IT projects.
Research, evaluate and interpret IT project management industry trends and evolving approaches.Students will notify the course instructor of their intended topic of the assignment no later than the completion of unit 5. The instructor must approve all assignment topics.
Evaluation Criteria:

Criteria

Exemplary

Accomplished

Developing

Beginning

Topic Clarity

Topic and scope is explicit and clearly stated.

30 Points

page1image2639194352

Topic and scope is stated but not to enough depth.

20 Points

page1image2638475376

Topic and scope is implied and not clearly stated.

15 Points

Topic is not clearly stated

14 to 0 Points

page1image2638547328

Execution

Accuracy and design of content

Clearly illustrates and develops key ideas and concepts with a high degree of originality and synthesis of literature

Illustrates and develops key ideas and concepts

Somewhat develops key ideas and concepts but to limited depth

Unclear or inadequate development of key ideas and concepts

page1image2682216816 page1image2682217024

Research Assignment

30 Points

page2image2682835920

20 Points

page2image2682851376

15 Points

14 to 0 Points

page2image2682883600

Organization

Logical flow of thought and transition of content

Exceptional flow of content and transition between ideas

30 Points

Strong flow of content and transition between ideas

20 Points

Moderate flow of content and transition between ideas

15 Points

Limited and/or choppy flow and transition between ideas

14 to 0 Points

Content Style

Scholarly perspective with objective style

Consistent use of scholarly and objective style

30 Points

page2image2640236608

Significant use of scholarly and objective style

20 Points

page2image2640241872

Moderate use of scholarly and objective style

15 Points

Limited use of scholarly and objective style

14 to 0 Points

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Support

External literature support

More than ten formally published sources were used

30 Points

Eight formally published sources were used

20 Points

Six formally published sources were used

15 Points

Less than six formally published sources were used

14 to 0 Points

Technical Skills

Free of spelling, grammatical, and APA 6 errors

No errors found

30 Points

Occasional minor error without any significant errors

20 Points

Several minor errors or a significant error

15 Points

page2image2701142656

Unacceptable number of errors

14 to 0 Points

Total Assignment Points: 180

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units four and unit five Health Medical Assignment Help