Deaf Culture: Disabled or Different

Deaf Culture: Disabled or Different

Work type:   Research paper

Format:         MLA

Pages:            2 pages 550 words, Double spaced

Academic level:       Undergrad. (yrs 1-2)

Subject or discipline:         Other

Title:   Deaf Culture : Disabled or Different

Number of sources:           2

Paper instructions:

Write a four-page (approximately 1,000 words when appropriately formatted) MLA style paper.

 

In your paper you should talk about each of the following issues as you try to explain how being labeled “disabled” is both a good thing and a bad thing for the Deaf community:

 

What the ADA is?

How the American Deaf community benefits from the ADA?

Explain empowerment as it applies to the American Deaf Community.

Explain “audism” and how it affects Deaf.

Explain the conflicts that arise within the American Deaf Community of being seen as both a distinct culture/a linguistic minority and a disabled group.

determine the WACC

determine the WACC

Work type:   Essay (any type)

Format:         APA

Pages:            2 pages 550 words, Double spaced

Academic level:       Undergrad. (yrs. 1-2)

Subject or discipline:         Accounting

Title:   determine the WACC

Number of sources:           2

Paper instructions:

Your task is to determine the WACC for a given firm using what you know about WACC, as well as data you can find through research. Your deliverable is a brief report in which you state your determination of WACC, describe and justify how you determined the number, and provide relevant information as to the sources of your data.

Select a publicly traded company that has debt or bonds and common stock to calculate the current WACC. One good source for financial data for companies, as well as data about their equity, is Yahoo! Finance. By looking around this site, you should be able to find the market capitalization (E) as well as the β for any publicly traded company.

There are not many places left where data about corporate bonds is still available. One of them is the Finra Bonds website. To find data for a particular company’s publicly traded bonds use the Quick Search feature, then be sure to specify corporate bonds and type in the name of the issuing company. This should give you a list of all of the company’s outstanding bond issues. Clicking on the symbol for a given bond issue will lead you to the current amount outstanding and the yield to maturity. You are interested in both. The total of all bonds outstanding is D in the above formula.

If you like, you can use the YTM on a bond issue that is not callable as the pre-tax cost of debt for the company.

Assumptions:

As you recall, the formula for WACC is:

rWACC = (E/E+D) rE + D/(E+D) rD (1-TC)

The formula for the required return on a given equity investment is:

ri= rf + βi * (RMkt-rf)

RMkt-rf is the Market Risk Premium. For this project, you may assume the Market Risk Premium is 5% unless you can develop a better number.

rf is the risk-free rate. The risk-free rate is normally the yield on US Treasury securities such as a 10-year treasury. For this assignment, please use 3.5%.

You may assume a corporate tax rate of 40%.

Submit the following:

Write a 350- to 700-word report that contains the following elements:

  • Your calculated WACC
  • How data was used to calculate WACC (provide the formula and the formula with your values substituted)
  • Sources for your data
  • A discussion of how much confidence you have in your answer, including what the limiting assumptions you made were, if any

Include a Microsoft® Excel® file showing your WACC calculations discussed above

Gogol Ganguli

Gogol Ganguli

Work type:   Discussion Essay

Format:         APA

Pages:            1 pages 275 words, Double spaced

Academic level:       Undergrad. (yrs. 1-2)

Subject or discipline:         Composition

Title:   Writer’s choice

Number of sources:           0

Paper instructions:

Please respond to the question below in one clearly-written & write 1/2 page only question. Another 1/2 a page I will post 2 classmates discussion then response in 2-3 sentences thanks.

 

The novel will focus primarily on Gogol Ganguli, but Chapter 1 first introduces readers to Gogol’s parents Ashoke and Ashima. In a paragraph, discuss what you notice about these two characters in this chapter: what actions and attitudes stand out to you about each of them?

Types of Crises/Disasters in Social Work and Human Services

Types of Crises/Disasters in Social Work and Human Services

Work type:   Essay (any type)

Format:         APA

Pages:            4 pages (1100 words, Double spaced

Academic level:       Undergrad. (Yrs. 3-4)

Subject or discipline:         Social Work and Human Services

Title:   Types of Crises/Disasters

Number of sources:           5

Paper instructions:

  • Compare types of crises (e.g., natural disasters, school/workplace shootings, terrorism, military trauma, etc.), making sure to outline their similarities and differences.
  • Describe the crisis-responding roles of national and international organizations for each type of crisis you discussed above.
  • Then briefly describe any insights and/or conclusions you gained from completing this assignment.

 

What is a crisis? Crisis definition is fundamental to understanding types of crises or disasters. The definitions of crises and types of disasters are numerous. Most definitions involve perception and the loss of resources for dealing with a situation. Types of disasters include natural, man-made, organizational, and personal crises. By understanding the definition of crisis you will broaden your understanding of the types of disasters.

To prepare for this assignment:

Review Chapter 1 in both of your course texts, Crisis Intervention Strategies and Crisis Management in the New Strategy Landscape, to understand the interplay of crisis definition and types of crises.

Think about a crisis you have experienced and how this fits into a definition of crisis and a type(s) of crisis(es).

Think about a crisis of which you are aware and consider how crisis perception and loss of resources for dealing with a crisis impact psychological responses and/or reactions to the situation.

Think about various types of crises (e.g., natural disasters, school/workplace shootings, terrorism, military trauma, etc.) and their similarities and differences.

Review Dr. Baron’s video program, “On the Road to . . . Peace of Mind,” and focus on the importance of training the trainers about responding to crisis planning with an understanding of local culture and traditions in mind. Then note the types of crises and disasters the training group might respond to. (Note: When Dr. Baron is talking about counselors in this particular film, she is referencing local lay people and not fully-trained counselors such as you and your colleagues.)

Review Dr. Baggerly’s video program, “Disaster Mental Health and Crisis Stabilization for Children” and focus on the importance of training the trainers who work with children rather than adults. Then note the types of crises and disasters the training group might respond to.

Review the various crisis-responding roles of national and international organizations you wrote about in this week’s Discussion and how these roles might differ depending on the type of crisis.

Please keep the same writer #1353450 Thanks

 

Ethical, Legal, and Multicultural Challenges in a Crisis

Ethical, Legal, and Multicultural Challenges in a Crisis

Work type:   Essay (any type)

Format:         APA

Pages:            3 pages 825 words, Double spaced

Academic level:       Undergrad. (Yrs. 3-4)

Subject or discipline:         Social Work and Human Services

Title:   Ethical, Legal, and Multicultural Challenges in a Crisis

Number of sources:           5

Paper instructions:

  • Provide an analysis of the ethical, legal, and multicultural challenges/barriers that are relevant in crisis management and response.
  • Then explain methods by which counselors can help overcome these ethical, legal, and multicultural challenges/barriers when managing and responding to crises.

As a developing counselor educator and/or supervisor, your attributes as an effective crisis responder are key behaviors that you will model for others. These attributes include self-awareness, awareness of the cultures with which you will work, culturally appropriate intervention skills, and experience in crisis responding.

Resources

Crisis Management in the New Strategy Landscape

  • Chapter 10, “The Underlying Role of Ethics in Crisis Management”

Andrulis, D. P., Siddiqui, N. J., & Gantner, J. L. (2007). Preparing racially and ethnically diverse communities for public health emergencies. Health Affairs, 26(5), 1269-1279.

Hermann, M. A., & Herlihy, B. R. (2006). Legal and ethical implications of refusing to counsel homosexual clients. Journal of Counseling & Development, 84(4), 414-418.

Consoli, A., Kim, B. S. K., & Meyer, D. M. (2008). Counselors’ values profile: Implications for counseling ethnic minority clients. Counseling and Values, 52(3), 181-197.

Collins, N. M., & Pieterse, A. L. (2007). Critical incident analysis based training: An approach for developing racial/cultural awareness. Journal of Counseling & Development, 85(1), 14-23

 

Crisis Theories

Crisis Theories

Work type:   Discussion Essay

Format:         APA

Pages:            2 pages (550 words, Double spaced

Academic level:       Undergrad. (yrs. 3-4)

Subject or discipline:         Social Work and Human Services

Title:   Crisis Theories

Number of sources:           4

Paper instructions:

Post a brief description of the two crisis theories you selected and explain why you believe these theories are the most relevant to crisis management and response. Then analyze the strengths and limitations of each of the two crisis theories you selected. Put the names of the two theories you selected in the first line of your post.

Resource

Sementelli, A. (2007). Toward a taxonomy of disaster and crisis theories. Administrative Theory & Praxis, 29(4), 497-512.

Review Chapters 1 and 17 in your course text, Crisis Intervention Strategies, and think about the strengths and limitations of the various crisis theories offered

Evaluate responses to nursing interventions for clients with endocrine disorders.

Evaluate responses to nursing interventions for clients with endocrine disorders.

Work type:   Research paper

Format:         APA

Pages:            1 pages (275 words, Double spaced

Academic level:       Undergrad. (yrs. 1-2)

Subject or discipline:         Nursing

Title:   Writer’s choice

Number of sources:           2

Paper instructions:

Evaluate responses to nursing interventions for clients with endocrine disorders.

Scenario

You are working as a nurse supervisor. You are finding a lot of new nurses are unfamiliar with certain endocrine disorders. You have decided to put together a guide for these nurses to educate them on different endocrine diseases and provide them with ways to provide quality multidimensional care.

 

Instructions

Compare and contrast two endocrine disorders within the guide. Include the following information:

 

Identify and compare the causes and diagnostic tests.

Identify and compare the signs and symptoms of the disorder.

Describe the nurses’ role in caring for a patient that suffers from this disorder to include the multidimensional aspects of nursing care.

Identify how you will evaluate responses to the interventions taken for each disorder.

Resources

 

HRIS needs of STEP – Human Resources Management (HRM)

 

 

 

HRIS needs of STEP – Human Resources Management (HRM)

 

Work type:     Research paper

Format:          APA

Pages: 1 pages ( 275 words, Double spaced

Academic level:          Undergrad. (yrs 3-4)

Subject or discipline: Human Resources Management (HRM)

Title:   HRIS needs of STEP

Number of sources:   1

Paper instructions:   

Please read all directions entirely, or you might do this wrong or do more than needed. Either way, let’s avoid that by reading first. Included are the sections of the paper you are adding to. There are several parts to the paper uploaded. I left them in sections so that you can have an easier time looking through each section coming up with a recommendation.

 

This is a Human Resources Strategic Staffing Plan for a fictitious company created by my group. You will need to use the paper included in the files section to provide the recommendation needed below:

 

HRIS

Describe the HRIS needs of the company STEP (i.e., for each section of this project, consider whether you will need some HRIS vendor or software package to assist with supporting).

  • Create a schema or chart that depicts these needs and possible solutions.

Sections to include in your written assignment:

  1. Company HRIS Needs-Tashina
  2. Schema/Chart (information only needs to be highlighted or bulleted)

 

You are ONLY to do the (properly cited only if necessary) description of STEP’s HRIS needs. You should include a bullet point list for the Schema/Chart, but you DO NOT need to do the chart. You DO need to provide the information for the chart in the write-up. You can even underline or highlight the needs and solutions in the write-up if that is easier for you. I need a quick way to reference it to find the information so they can complete the chart. No fluff needed, just the facts, cite if needed.

 

There is a course project overview, a project template, and a rubric included for your reference. You only need to read those in their entirety if you are confused about the assignment and need more clarification. That is why they are included. At the stage this paper is in you should only need to read the directions provided above, the paper to give the recommendation on, and maybe the grading rubric to make sure all the information required is present. If you have any questions do not hesitate to message me.

Course Project Overview

TABLE OF CONTENTS

Human Resource Plan

Objectives

The Human Resource (HR) plan is a comprehensive document that links business strategy and workforce strategy toward the goal of aligning the human resource function with the strategic objectives of the company. The plan consists of an HR approach to identify, analyze, and connect the organization’s stakeholders with competencies, competitive advantages, processes, and methodologies concerning the goal of optimizing overall business performance. It selects a strategical framework and then identifies critical functions and their deliverables toward the achievement of that strategy. The ultimate objective is to synthesize all previous HR coursework into a formalized plan that shows how HR can foster the performance of an organization’s goals.

Guidelines

  • Download the HRM601 Project Template from the Files section of the Course Menu. All teams must use this template.
  • At least 10 authoritative, outside references are required (anonymous authors or web pages are not acceptable). These should be listed on the last page titled References. The textbook can count for one of these references. Resources from the Files section of the Course Menu may also be used. Use the Keller Online Library to assist you with finding other sources.
  • Appropriate citations are required.
  • All DeVry/Keller University policies are in effect, including the plagiarism policy.
  • An accompanying presentation will also occur with your project.
  • Any questions about this project should be discussed in the Course Q & A Forum.

Milestones

  • Teams will complete graded drafts of each module  weekly, except the HRIS section, which is only provided in the Final Paper. The content of the paper will run about 25–35 pages (guideline). Strive for concise prose; edit for brevity.
  • Each draft will have a primary author.
  • Teams will also complete a graded Team Charter by the end of Week 1.
  • In Week 8, teams will make a final oral presentation of the Course Project and submit the Final Paper along with peer reviews.
Week Module Drafts Team Points
1  Team Charter 25 Points
2 Company Background and HR Strategy Drafts 25 Points
3 Staffing Strategy Draft 25 Points
4 Total Rewards Strategy Draft 25 Points
5  Training/Learning Strategy Draft 25 Points
6  Performance Management Draft 25 Points
7  No draft due (work on HRIS and final synthesis)  0 Points
8 Final Paper 435 Points
8 Final Presentation 200 Points
8 Peer Review 75 Points

Week 1: Team Charter

In this section, you will begin your Course Project, which is to develop a human resources plan for a fictitious business chosen by your team.

The first order of business is to join a team, select a team leader and section manager, and create a Team Charter.

Please note: All members will work together on all weekly submission drafts and the Course Project Final Paper.

Week 2: Company Background and HR Strategy Drafts

Download the HRM601 Project Template from the Files section of the Course Menu. You will see that each section of your paper is provided and explained there.

For your Week 2 draft, you should complete Parts I and II (the Company Background and HR Strategy). The total of these two sections should be about five pages. Include at least two references this week.

Week 3: Staffing Strategy Draft

Complete Part III of the Project Template section for this week’s draft. This section will be about three to five pages. Include at least two outside references this week, in addition to those used last week.

Week 4: Total Rewards Strategy

Complete Part IV of the Project Template section for this week’s draft. This section will be about three to five pages. Include at least two outside references this week, in addition to those used in the last two weeks.

Week 5: Training/Learning Strategy Draft

Complete Part V of the Project Template section for this week’s draft. This section will be about four to six pages. Include at least two outside references this week, in addition to those used in the last three weeks.

Week 6: Performance Management Draft

Complete Part VI of the Project Template section for this week’s draft. This section will be about three to five pages. Include at least two outside references this week, in addition to those used in the last two weeks.

Week 7: HRIS, Final Project Synthesis, and Presentation Preparation

Complete Part VII of the Project Template section, and begin the Project Synthesis. There is no draft due this week. The HRIS section will be about two to four pages. Include at least two outside references this week to information about your two compared HRIS vendors or software packages. These will not be scholarly resources but links to actual company websites about the software or package used.

Work together as a team on synthesizing the project.

Prepare your presentation PowerPoint, and practice the Team Presentation. Each team member must have a role in the presentation.

Week 8: Course Project Final Paper, Final Presentation, and Peer Review

Submit your Course Project Final Paper and deliver the presentation according to your professor’s timelines provided in course announcements. See the grading rubric in the Files section of the Course Menu for grading point allocations for drafts, the Final Project, and the Final Presentation. Each student must also fill out and submit a peer review document, providing feedback for all team members (excluding yourself).

Format Requirements

Use all the templates! (See the Files section of the Course Menu.)

The following are the best practices in preparing this paper.

Teams must use the template in the Files section of the Course Menu for their papers. Use APA sixth edition formatting and style for citations and references. Font should be 12 point and Times New Roman or similar.

Teams must use the PowerPoint template in the Files section of the Course Menu for their presentations. Presentations will be no more than 25 minutes each with a 5-minute question and answer session. All team members must appear for and participate in the presentation. Tips for the presentations follow.

  • Include a catchy introduction.
  • Provide a quality background to the company.
  • Explain the HR Strategy and persuade the company to adopt it.
  • Describe the staffing strategy in terms that make listeners get motivated and excited.
  • Provide insightful information about the new total rewards plan.
  • Link Performance Management to all elements of the HR strategy and company performance.
  • Explain the HRIS vendor solution to the one area you discussed in your paper.
  • Have no more than one slide per plan topic.
  • Use the PowerPoint template and keep it clean and neat.
  • Everyone must present.
  • Speak clearly and with a smile and excitement. (Even if handling via remote conference call; listeners can hear the smile in your voice!)

Teams must use the Team Charter Template and the Peer Review Template in the Files section of the Course Menu.

Failure to use required templates may result in unnecessary loss of valuable points.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Performance Appraisal Method

The STEP performance evaluation may be performed twice a year annually, once every six months/interim, or once a year. The core idea of the assessment is to measure the employee’s efficiency and to feed him. Identify places where enhancements are needed, such that preparation, therapy, instruction, duties restructuring, and incentives and benefits are given to ensure consistency of corporate priorities and expectations to the workers’ objectives and objectives (Idowu, 2017).

STEP needs various priorities to define particular evaluation priorities, such as enhancing information literacy, improving leadership skills, improving product understanding and increasing competitiveness, etc.

At this point, STEP should set some expectations, and companies will determine employees’ results. Both parameters help to determine whether workers have achieved or failed to achieve the targets. STEP must ensure the requirements are transparent and that no doubt is present (Dijk & Michal, 2015).

This is the hardest part of the evaluation of the results. At this point, the STEP organization wants to analyze its employees’ results. It is necessary to ensure that there is no bias in the calculation. A second significant concern is the choice of evaluation approaches such as self-esteem, upwards assessment, 360-degree assessment, etc. STEP organization evaluation strategy defines the assessment process.

To evaluate the outcome of the evaluation, STEP must equate current success with the default criteria. It needs to aid between normal effective outperformance to actual results. This refers to the final step of the process is done.

It is the last step in which the STEP Organization will discuss the review’s findings with its personnel. The organization must ensure that workers are aware of the feedback. The organization has to treat this very closely as input on results will lead to some workers’ emotional overflowing.

Feedback Methods –

`It is essential at STEP for our management and human resource teams to provide all of our employees with performance management feedback. Not only does this allow our leaders to track employee performance, it also allows employees to see and track their own performance. It is important for employees to remain in the loop with their performance so that they are able to see what they are doing well and what they may need more training or motivation in. At STEP we provide our employees with ongoing feedback on their performance instead of one annual feedback meeting. We want our employees to see their performance throughout the year and feel that this helps to motivate our employees to perform stronger.

At STEP, we provide our employees with feedback a few different ways. First, we give feedback to our employees with self-appraisals. We give every employee a self-appraisal form to fill out and offer their honest opinion about how they believe their work performance has been. We do these every three months so that we can provide ongoing feedback but give the employees enough time to work on their accounts if they need to. After they fill out these self-appraisal forms, we have each employee meet with their manager to receive managerial feedback. This allows each employee to compare their self-performance observation with their management’s observation of their performance. They can then work to align their performance needs.

This takes us to STEP’s following feedback method, which is managing by objectives. This feedback is in place for management to evaluate their employee’s performance and results. STEP has their management team work together to set employee goals and standards. Though we have set standard goals for all employees, we also have goals set for each individual job position. These goals that management has set are focused on our company values and goals. After we set goals with each employee, we focus on implementing an action plan for each employee and each area of work.

We have chosen as a company this feedback method because it is more than just providing our employees with ongoing feedback. It is also helping them to grow into stronger employees and reach their given goals. It helps create a culture of inclusion in the workplace and strengthens the relationship and communication between management and employees.

Training and Development-

Training and Development is a continuous process that starts when an employee begins work, helping them build skills for high performance and team spirit.

Total Rewards provides monetary beneficial and developmental rewards to employees when they reach the company goals. It helps create goals within the company to help motivate an employee’s work environment.

Talent Management involves attracting and retaining high-quality employees by helping them develop skills and motivate them to improve their performance and stay with the company.  Talent management improves business performance to help make employees more productive.

Human Resource Information Systems (HRIS) is an important tool that stores employee records and makes them accessible. HRIS is used to gather, store, and analyze information regarding the company’s human resources. HRIS helps keep track of the hiring process and makes sure that the candidate has the skills and is a good match for the job.  The HRIS helps identify the recruiting needs of an organization.  HRIS manages the employee database, applications, keeping track of benefits, payroll, work schedule, attendance, sick and vacation leave, and performance management.

HRIS can be used to generate a detailed human resource inventory report. These reports are used to identify the number of people and some of the skills that are necessary to support certain business plans; evaluate the skills and strengths of staff. Other things that can be identified are individuals ready for training and Development, those ready for promotion, and transfers; lastly identify skill gaps that may be a threat to the organization’s ability to meet goals necessary to be successful.

What they all have in common is they all collect data and gather the information that would create an effective workflow and improve efficiency.  Technology is growing daily and with HRIS it will help store information that will help keep the company up to date.  With our company using HRIS, we can effectively track employee’s salaries, insurance benefits, and retirements. This will help keep track of the company expenses and analyze and other changes which will be helpful when we are preparing for open enrollment.  The Human Resource Information System will help decrease any potential risk the company may face by keeping a record of employee training, incidents, or workers compensation claims. HRIS will help the company by assisting with ways to improve the conditions of the workplace by recommending safety training and making sure the company complies with federal and state labor laws. Depending on our company needs we will use the HRIS to help with performance reviews and training. When reconstructing positions and giving income increases, we will need to make sure this information is accessible to managers and the human resource department.

 

Policies on Performance Improvement, Discipline, or Termination

STEP’s policies and procedures have been birthed from best practices across Human Resouce Professional accredited platforms and working with consulting firms like Accenture to ensure the best practices are adaptable, practical, and support our business initiatives. STEPS progressive discipline policy and procedures are designed to provide a structured corrective action process to improve and prevent a recurrence of undesirable employee behavior and performance issues (SHRM, 2020).

Progressive Single  Discipline Policy and Process and Purpose-

The methodology used is progressive so that the individuals can course-correct while still reserving the right to skip steps depending on the infraction and facts of each situation. The factors that will always be considered are whether the offense is deemed a repeat offense despite coaching and development, coaching, training issues, employees’ records based on tenure, and the impact of the conduct and performance issues to the organization.

Step 1: Verbal Warning-Within five business days, the supervisor will prepare written documentation of verbal counseling. The employee is expected to sign the documentation to demonstrate his or her understanding of the issues. The corrective action-failure to sign does not dismiss the disciplinary action the employee is on.

Step 2: Written Warning- Written Warning involves more-formal documentation of the performance, conduct, or attendance issues and consequences. Management will outline the implications for the employee of their continued failure to meet performance or conduct expectations.

Step 3: Suspension and Final Written WarningWhen instant action is necessary to ensure the employee’s safety or others, the immediate supervisor may suspend the employee pending an investigation.

Suspensions recommended as part of the typical progression of the progressive discipline policy and procedures are subject to approval from a next-level manager and HR.

HR will guide to ensure that the discipline is administered without jeopardizing the FLSA exemption status.

Pay may be restored to the employee if an investigation of the incident or infraction absolves the employee of wrongdoing.

Step 4: Recommendation for Termination of Employment-The last and most profound step in the progressive discipline process is a recommendation to terminate employment. STEPS will try to exercise this policy’s progressive nature by first providing warnings, issuing a final written notice, or suspending the employee from the workplace before proceeding to a recommendation to terminate employment. However, STEPS reserves the right to combine and skip steps depending on each situation’s circumstances and the nature of the offense. Furthermore, employees may be terminated without prior notice or disciplinary action (SHRM, 2020)

 

References

Dijk, D. V., & Michal, S. M. (2015). Performance Appraisal and Evaluation. doi:10.1016/B978-0-08-097086-8.22034-5

Idowu, A. (2017). Effectiveness of Performance Appraisal System and its Effect on Employee Motivation. doi:10.20321/nilejbe.v3i5.88

Progressive Discipline Policy – Single Disciplinary Process. (, 2020). Retrieved from SHRM Better WorkPlaces Better World: https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/progressivedisciplinepolicy.aspx

 

 

Multidimensional patient care for Disorders of the endocrine system

Multidimensional patient care for Disorders of the endocrine system

Work type:   Research paper

Format:         APA

Pages:            1 pages ( 275 words, Double spaced

Academic level:       Undergrad. (yrs. 1-2)

Subject or discipline:         Nursing

Title:   Writer’s choice

Number of sources:           2

Paper instructions:

Disorders of the endocrine system affect many individuals. Providing multidimensional patient care can be challenging for patients experiencing these disorders. Ensuring the plan of care meets the patient and family needs is important in order to increase adherence to proper medical treatment following discharge.

What does it mean to provide a multidimensional approach? Provide at least three examples of how the care team can meet the patient and the family’s needs? List at least three care team members and how are they involved in providing multidimensional care?

 

Briley Cosmetics Case

Briley Cosmetics Case

Work type:   Case study

Format:         APA

Pages:            1 pages (275 words, Double spaced

Academic level:       Master’s

Subject or discipline:         Business Studies

Title:   Briley Cosmetics Case Paper (partial write up)

Number of sources:           0

Paper instructions:

Provide a breakdown of the statistical data and explain questions 3 and 4 in depth.

Based on the data provided in the document and the answers to questions 3 and 4 ONLY, explain in 2 paragraphs how you got the value of the objective function and which/why labor and material resources are completely used?