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Finance Assignment Help
October 28, 2025
October 28, 2025

Recruiting & DEI Responses

Author By Academic Wizard Categories Blog

Recruiting & DEI Responses

The purpose of this chapter is to examine the processes used by organizations to attract, hire, and develop new employees. It starts by examining the goals of recruiting and then discusses some recruiting methods. The next step is the selection process by which organizations decide which of those persons recruited should be offered employment. The chapter ends with a discussion of the methods and models of training those new employees so that they can perform their jobs most effectively.
Deliverable: Write responses to questions in a single paragraph format and include references for each answer.
Recruiting & DEI Responses
In what ways are recruiting and hiring coaches similar to and different from recruiting and hiring corporate managers?
If you were a coach, what would be important to you in considering a new coaching position?
AS a job seeker, would you prefer an online interview or an in-person interview? Why?
The preceding advice is directed at the job seeker—what advice might be useful for the person conducting the online interview?
Chapter 8: Diversity, Equity, and Inclusion for a New Workforce
The purpose of this chapter is primarily to explore diversity and DEI in organizations. Issues associated with diversity, equity, and inclusion (DEI) are discussed, along with several other specific groups of employees that require special attention. It begins by exploring the meaning and nature of diversity, and then distinguishes between diversity management and equal employment opportunity. The chapter addresses the challenges of increasing inclusion as well as its benefits. Finally, the chapter turns to concerns over other social issues.
Can you identify examples of ADA accommodations in general and assistive technology in particular at your school or employer?
What are the implications of assistive technology for a large business with global operations?

  • In what ways are recruiting and hiring coaches similar to and different from recruiting and hiring corporate managers?,

  • If you were a coach what would be important to you in considering a new coaching position?,

  • AS a job seeker  would you prefer an online interview or an in-person interview? Why?,

  • The preceding advice is directed at the job seeker—what advice might be useful for the person conducting the online interview?,

  • Can you identify examples of ADA accommodations in general and assistive technology in particular at your school or employer?,

  • What are the implications of assistive technology for a large business with global operations?

October 28, 2025
October 28, 2025

Ethical Appraisal Issues

Author By Academic Wizard Categories Blog

Ethical Appraisal Issues

I. OBJECTIVES:

1. To make you aware that many performance appraisal decisions involve ethical issues.

1. To familiarize you with some of the many ethical performance appraisal issues.

1. To familiarize you with various criteria that can be used to determine if an action is ethical.

1. To make you aware of some of the reasons why a manager may be tempted to act unethically when evaluating subordinates.

Ethical Appraisal Issues

DISCUSSION

 

Much has been written regarding ethical issues that relate to selling, advertising, stock trading, accounting fraud, and executive compensation. However, little attention has been given to ethical issues related to performance appraisal. In many work organizations, managers are told to conduct annual performance appraisals with employees and are asked to be accurate in their appraisals. The importance of being ethical is not addressed. This exercise asks students to examine 10 different appraisal situations to determine if they pose any ethical issues . Each student group needs to determine: 1) Is the manager in the case acting in an ethical manner? 2) Would their group act in the same manner as did the manager?

 

In discussing this exercise, it may be helpful to point out that there are two approaches to appraisal in practice. One of these, the rational perspective, suggests that the goal of performance appraisal should be accuracy. Each manager must evaluate employees objectively because these appraisals need to be used to make a wide range of administrative decisions (e.g., promotions, transfers, raises, bonuses, layoffs, selection, and training). They also need to be used to develop and motivate employees. Accuracy serves as a foundation for accomplishing these tasks. On the other hand, the second perspective-the political approach-suggests that the purpose of performance appraisal may be its utility in accomplishing either the manager’s or the organization’s goals. For example, the manager may want to encourage an employee who is struggling by giving her/him a higher than deserved evaluation. Likewise, a manager may want to punish an employee for being argumentative by giving him/her a lower than deserved evaluation. Thus, under this philosophy, appraisal is a means to an end and accuracy is not the primarily or only goal. The scenarios that follow all relate to the issue of whether these political goals are ethical and appropriate.

 

Debriefing the Exercise

 

Review and answer each scenario. After completing the two questions posed for each scenario, justify your answers based on selecting and answering one or two of the questions in (a-g).

 

1. Does the action involve intentional deception?

1. Does the action purposely benefit one party at the expense of another?

1. Is the action fair and just to all concerned?

1. Would you or the manager feel comfortable if the action was made public, or must it remain a secret?

1. Would you need to justify the action by telling yourself that you can get away with it or that you won’t need to live with the decision consequences?

1. Would you recommend the action to others?

1. Will the action build goodwill and better relationships?

 

SCENARIO

 

1. A supervisor has an employee who is an outspoken homosexual. The supervisor does not like homosexuals. As a result, the supervisor purposefully rates her lower than deserved on her performance appraisal form.

 

NOTE: (What are your thoughts?)

 

1. A firm has recently been charged with discriminating against minorities. The firm denies the charges but asks all supervisors to make sure they do not discriminate. In order to avoid any possible discrimination charge, a manager rates one poor performing minority employee higher than deserved on the performance appraisal form.

 

NOTE: (What are your thoughts?)

 

1. A manager has a male subordinate who is married with three children. This employee is a known womanizer and has been spotted by several employees hanging out with women other than his wife, including prostitutes. The supervisor does not believe this is appropriate and rates the employee lower than deserved on the performance appraisal form.

 

NOTE: (What are your thoughts?)

 

1. A female employee who recently had a baby negotiated a change from full-time to part-time status with the HR department. Her supervisor, also a working mother, resents the fact that she is able to spend more time at home with her child. The supervisor rates her lower than deserved on the performance appraisal form in an attempt to force her to switchback to full-time status or quit.

 

NOTE: (What are your thoughts?) Ethical Appraisal Issues

 

1. A firm has a 360-degree performance appraisal system that includes asking all subordinates to rate and evaluate their boss. A manager wants to be promoted so he gives all employees higher performance evaluations than they deserve in hopes that they, in turn, will rate him higher.

 

NOTE: (What are your thoughts?)

 

1. A manager realizes that an employee’s attendance is so poor that she is likely to get terminated within the next few months. So, in order to build a more solid case against the employee and further justify the inevitable termination, the manager rates the subordinate lower than deserved on the performance appraisal form.

 

NOTE: (What are your thoughts?)

 

1. A manager wants to get promoted in order to get a substantial raise. He believes that he will be judged, in part, in terms of how effective he has been at developing high performing subordinates as evidenced by his subordinates’ performance appraisal scores. In order to enhance his promotion chances, he rates his employees higher than deserved.

 

NOTE: (What are your thoughts?)

 

1. A manager wants to give one particular subordinate a big raise in order to keep her from accepting a job elsewhere. However, there is limited raise money available, and it is based on merit. So, he rates another employee lower than deserved, thereby reducing this person’s raise, in order to be able to give the other a larger raise.

 

NOTE: (What are your thoughts?)

 

1. A manager wants to get rid of a disliked subordinate, so she rates the employee lower than deserved in hopes that the employee will quit.

 

NOTE: (What are your thoughts?)

  • Is the manager in the case acting in an ethical manner?,

  • Would their group act in the same manner as did the manager?,

  • Does the action involve intentional deception?,

  • Does the action purposely benefit one party at the expense of another?,

  • Is the action fair and just to all concerned?

✅ Comprehensive General Response

Performance appraisals are intended to be fair assessments of employee performance. Ethical principles—such as honesty, fairness, and respect—must guide managers in these evaluations. Below is a general

October 28, 2025
October 28, 2025

Cooperative Training Value

Author By Academic Wizard Categories Blog
October 28, 2025
October 28, 2025

Union Membership Decline

Author By Academic Wizard Categories Blog

Union Membership Decline

This analysis should utilize material from the textbook, “Labor Relations: Development, Structure, Process” by John Fossum, to answer the appropriate questions. Your case study should include:

Introduction
A brief overview of the case (short paragraph of 2-3 sentences only)

Use evidence from the literature to answer the questions:

  • How does the decline in trade union membership and coverage rates impact workers’ ability to negotiate wages, job quality, and workplace protections individually?
  • In what ways can collective bargaining and trade unions complement public policy to address challenges such as technological change, wage inequality, and demographic transitions?

Conclusion (critical thinking)
Reference page

Union Membership Decline

The case study should be double-spaced, APA formatted and cited.

  • How does the decline in trade union membership and coverage rates impact workers’ ability to negotiate wages individually?,

  • How does the decline in trade union membership and coverage rates impact workers’ ability to negotiate job quality individually?,

  • How does the decline in trade union membership and coverage rates impact workers’ ability to negotiate workplace protections individually?,

  • In what ways can collective bargaining and trade unions complement public policy to address technological change?,

  • In what ways can collective bargaining and trade unions complement public policy to address wage inequality and demographic transitions?

Case Study Analysis: Standing, but Losing Ground

Introduction

The case “Membership of unions and employers’ organizations, and bargaining coverage: Standing, but losing ground” highlights the worldwide decline in union density and collective bargaining coverage. This trend has significant implications for workers’ rights, wage setting, and labor market inequality (Fossum, 2015). Using concepts from Labor Relations: Development, Structure, Process, this analysis explores how weakening collective labor institutions reshape workplace power dynamics.

Overview of the Case

Union membership and bargaining coverage remain present but are steadily decreasing in many countries. As a result, fewer workers benefit from negotiated protections, contributing to rising wage inequality and reduced leverage for labor in organizational decision-making.

Analysis

1–3. Impact of Declining Union Membership on Individual Negotiating Power

When union presence falls, workers must negotiate alone, shifting bargaining power drastically toward employers.

Area Effect of Decline Support from Literature
Wages Lower earnings, weak leverage Unions historically raise wages 10–20% above non-union levels and set industry standards (Fossum, 2015)
Job Quality Increased insecurity; fewer career development opportunities Collective bargaining traditionally ensures fair evaluation systems and stable employment
Workplace Protections Greater exposure to unfair treatment, safety risks Unions enforce safety standards and grievance procedures (Fossum, 2015)

Without collective protections, workers—especially those in low-skill or high-risk jobs—often accept poorer conditions to remain employed. The decline contributes directly to wider wage inequality and increased precarity.

4–5. How Collective Bargaining Complements Public Policy

Even as unions decline, they remain vital partners in tackling emerging labor market challenges:

Challenge Complementary Role of Unions Public Benefit
Technological change Advocate for retraining, ethical adoption of automation Workforce adaptability; reduced job displacement
Wage inequality Push for living wages and transparent pay frameworks Prevents poverty wage cycles
Demographic transitions (aging workforce, migration, gender shifts) Promote inclusion (e.g., parental leave, anti-discrimination) Broader labor market participation, talent retention

Fossum (2015) explains that collective bargaining institutions help stabilize labor markets, supporting not only workers but also national economic performance. Public policy alone may struggle to enforce standards across diverse workplaces — unions extend that reach.

Conclusion

The global weakening of unions represents a critical turning point for labor relations. As individual workers lose bargaining power, job quality and equity suffer. To maintain fair labor standards in an evolving economy, collaboration between strong collective bargaining systems and proactive public policy is essential. Policymakers and organizations must consider how to reinvigorate worker voice to sustain both economic competitiveness and social well-being.

References (APA)

Fossum, J. A. (2015). Labor relations: Development, structure, process (11th ed.). McGraw-Hill.

Membership of unions and employers’ organizations, and bargaining coverage: Standing, but losing ground. (n.d.). International Labour Organization.

If you would like, I can also:

Syrian and Ukrainian Migration
October 28, 2025
October 28, 2025

Gig Worker Status

Author By Academic Wizard Categories Blog

Gig Worker Status

Jamie works as a makeup artist for several entertainment companies in Atlanta. For the past 3 years, she has provided makeup services for performers at Harmony Productions, a regional performing arts company. Harmony has always classified Jamie as an independent contractor. They do not withhold taxes, provide benefits, or allow her to unionize. Jamie sets her own schedule, brings her own makeup supplies, and works for other clients.

Recently, Jamie learned about the 2023 Atlanta Opera case, where the National Labor Relations Board (NLRB) ruled that makeup artists and other stagehands at the Atlanta Opera should be classified as employees, not independent contractors, making them eligible for unionization. The NLRB applied a new worker-friendly test that emphasized workers’ entrepreneurial opportunity and their dependency on the employer.

Gig Worker Status

Jamie and several other makeup artists are now considering challenging their classification at Harmony Productions, believing that they might qualify as employees under the new standards set by the Atlanta Opera case. Harmony insists that Jamie and her colleagues are true independent contractors who have significant control over their work and entrepreneurial opportunities.

Please read this article: Government Scrutiny of Gig Workers Is Misplaced.

Then, please discuss the following with your peers:

  • What key factors do you believe might determine whether Jamie should be classified as an employee or an independent contractor under the new standard?,
  • What are the potential benefits and risks for gig workers who are reclassified as employees?,
  • What broader implications might the Atlanta Opera case have for the gig economy and labor relations in the United States? Gig Worker Status,

  • What key factors do you believe might determine whether Jamie should be classified as an employee or an independent contractor under the new standard?,

  • What are the potential benefits and risks for gig workers who are reclassified as employees?,

  • What broader implications might the Atlanta Opera case have for the gig economy and labor relations in the United States?

✅ Comprehensive General Response

Jamie’s situation reflects the ongoing national debate about gig worker status. Under the new NLRB standard highlighted in the Atlanta Opera ruling, classification focuses heavily on entrepreneurial opportunity, degree of economic dependence, and control in the working relationship.

To determine whether Jamie should be categorized as an employee, key factors would include:

  • Level of control by Harmony Productions (e.g., how her work is directed or supervised)

  • Integration of her role into the company’s core business (is makeup essential to performances?)

  • Ability to independently market her services and set rates

  • Dependency for income (does Harmony supply the majority of her revenue?)

  • Use of her own tools, supplies, and schedule autonomy

  • Ability to take on other clients without restrictions

October 28, 2025
October 28, 2025

HR Legal Compliance

Author By Academic Wizard Categories Blog

HR Legal Compliance

You are the assistant to the Human Resource (HR) Director of Raging Raves, a large company that has recently acquired Events R Us, a small business. Events R Us does not have a human resource management (HRM) policy manual, and to avoid legal actions and formal complaints, it is crucial that all managers understand at a minimum: workplace fairness, termination protocols, compliance with Equal Employment Opportunity (EEO) regulations.

A mandatory training session has been scheduled for all managers.

HR Legal Compliance

The HR manager has asked you to prepare an 8–10-slide presentation for the meeting. They want to make sure that the following 8 topics are covered during the meeting:

  • What are the 12 categories of discrimination recognized by the Equal Employment Opportunity Commission (EEOC)?
  • What role might disparate treatment and disparate impact play in an EEOC complaint?
  • What are some legitimate and defensible reasons for employee termination?
  • What evidence might be needed in an HR investigation?
  • What actions constitute good faith efforts to comply with applicable laws and regulations?

Your slide notes should include 200–250 words per slide.

You may use this presentation template to complete this assignment: U4 IP Template.

xact Questions (5 Required)

  • What are the 12 categories of discrimination recognized by the EEOC?,

  • What role might disparate treatment play in an EEOC complaint?,

  • What role might disparate impact play in an EEOC complaint?,

  • What are some legitimate and defensible reasons for employee termination?,

  • What evidence might be needed in an HR investigation?

✅ Comprehensive General Response

To ensure strong HR governance during the integration of Events R Us into Raging Raves, it is essential that all managers understand foundational employment laws and protections that prevent legal disputes and uphold organizational fairness. The Equal Employment Opportunity Commission (EEOC) defines 12 protected categories where discrimination is strictly prohibited: race, color, religion, sex (including pregnancy, sexual orientation, gender identity), national origin, age (40+), disability, genetic information, marital status, veteran status, retaliation for protected activity, and citizenship/immigration status (when legally eligible to work). Educating managers on these protections helps prevent unintentional discrimination in hiring, promotion, and termination practices.

Disparate treatment refers to intentional discrimination toward an individual or group based on a protected category. For example, disciplining one employee more harshly than another because of race would trigger an EEOC violation. In contrast, disparate impact occurs when a seemingly neutral policy unintentionally disadvantages a protected group—such as a physical strength test that excludes qualified female applicants unless job-related and validated. Both forms of discrimination can result in EEOC complaints, financial penalties, and reputational harm.

When termination becomes necessary, HR must rely on legitimate and defensible reasons, such as consistent poor job performance, violation of documented policies, workplace misconduct, job elimination due to restructuring, and failure to meet essential job requirements. These decisions must follow fair procedures and be aligned with established policies to reduce legal vulnerability.

A proper HR investigation requires thorough documentation: employee files, policy copies, written complaints, interview notes, email correspondence, security footage, witness statements, and performance evaluations. Evidence must be objective, confidential, and uniformly collected to demonstrate fairness and compliance.

Finally, good faith efforts to comply with employment laws include providing anti-discrimination and harassment training, enforcing policies consistently, keeping accurate records, making reasonable accommodations under disability laws, and taking immediate action when complaints arise. These efforts not only help defend against claims of wrongdoing but also foster a positive culture built on trust, equity, and legal compliance.

October 24, 2025
October 24, 2025

NRA’s Amicus Brief in District of Columbia v. Heller

Author By Academic Wizard Categories Blog

NRA’s Amicus Brief in District of Columbia v. Heller

Read the NRA’s amicus brief submitted in the District of Columbia v. Heller, 554 U.S. 570 (2008).

Write a one-page summation of the NRA’s argument.  Then, in a second page, answer the following questions:

1.  Does the NRA want the U.S. Supreme Court to affirm or overrule the Court of Appeals for the D.C. Circuit’s opinion?

2.  Why?

NRA’s Amicus Brief in District of Columbia v. Heller

Your submission should adhere to the following guidelines:

·  The total length of your paper should be a minimum of 2 full pages in length.

·  Use APA style for general formatting, including margins, font type and font size, spacing, and cover page.

·  Include Bluebook formatted citations within the body of the paper and on the References page.

NRA’s Amicus Brief in District of Columbia v. Heller

  • Does the NRA want the U.S. Supreme Court to affirm or overrule the Court of Appeals for the D.C. Circuit’s opinion?,

  • Why?,

  • What is the NRA’s main argument in its amicus brief?,

  • How does the NRA interpret the Second Amendment’s “right to bear arms”?,

  • What constitutional principles does the NRA rely on in its reasoning?

Comprehensive Response

Page 1 – Summary of the NRA’s Argument

In its amicus curiae brief for District of Columbia v. Heller, the National Rifle Association (NRA) urged the Supreme Court to uphold the D.C. Circuit Court’s decision recognizing that the Second Amendment protects an individual’s right to keep and bear arms independent of service in a militia. The NRA argued that the District of Columbia’s Firearms Control Regulations Act of 1975, which effectively banned the possession of handguns and required lawfully owned firearms to be kept unloaded and disassembled or bound by a trigger lock, violated the Second Amendment.

The NRA’s brief emphasized that the Second Amendment’s text and historical context clearly identify the right to bear arms as belonging to individuals, not merely to collective entities such as state militias. Drawing upon founding-era documents, the Federalist Papers, and early state constitutions, the NRA argued that the Framers intended to preserve the right of citizens to possess weapons for lawful purposes, including self-defense. The NRA also contended that the D.C. law undermined personal safety by preventing individuals from using firearms for protection in their own homes.

In supporting its argument, the NRA referenced previous judicial interpretations and historical precedents affirming that individual rights are central to the American constitutional structure. The brief rejected the notion that the right to bear arms was limited to organized military service, asserting that such a reading would disregard centuries of jurisprudence and constitutional intent.

Page 2 – Analysis of Court Opinion and Rationale

1. Does the NRA want the U.S. Supreme Court to affirm or overrule the Court of Appeals for the D.C. Circuit’s opinion?
The NRA urged the Supreme Court to affirm the decision of the U.S. Court of Appeals for the D.C. Circuit.

2. Why?
The NRA wanted affirmation because the appellate court correctly recognized that the Second Amendment protects an individual’s right to own and use firearms for lawful private purposes, particularly self-defense within the home. The NRA argued that reversing this decision would not only contradict the Constitution’s plain meaning but would also set a dangerous precedent limiting personal liberties and undermining the Founders’ intent to prevent government tyranny.

The NRA maintained that self-defense is an inherent right and that the government’s disarmament of law-abiding citizens contradicts the balance of freedom and security envisioned by the Constitution. Furthermore, the organization contended that the District of Columbia’s regulations were ineffective at reducing crime and instead rendered citizens defenseless. By affirming the appellate ruling, the Supreme Court would reaffirm the historical and constitutional understanding that the Second Amendment safeguards individual liberty as a natural right rather than a collective one tied exclusively to militia service.

References

District of Columbia v. Heller, 554 U.S. 570 (2008).

National Rifle Association of America, Inc., Amicus Curiae Brief in Support of Respondent, District of Columbia v. Heller, 554 U.S. 570 (2008).

U.S. Const. amend. II.

October 24, 2025
October 24, 2025

Critical Thinking in Literacy

Author By Academic Wizard Categories Blog

Critical Thinking in Literacy

Introduction

Literacy development is a cornerstone of academic success, and fostering critical thinking through reading allows students to interpret, analyze, and evaluate information independently. This paper presents three strategies designed to promote critical thinking and problem-solving in reading instruction: a Constructivist learning theory strategy, a technology-integrated activity, and an instructional strategy using cooperative learning. Each approach encourages engagement, reasoning, and reflective discussion that build students’ cognitive and literacy skills.

1. Learning Theory Strategy – Constructivism

Activity Name: “Text Detective: Building Meaning from Clues”

Students explore a short story or passage to infer meaning from context, using prior knowledge and peer discussion. Working in small groups, they chart reasoning for each inference on a “Text Detective Evidence Chart.”

How it Promotes Critical Thinking: Constructivism emphasizes learning through active meaning-making. Students collaboratively analyze, evaluate, and synthesize textual evidence to form interpretations rather than rely on memorization.

Materials Needed: Short story copies, chart paper, markers.

Classroom Use: Small-group discussions followed by class presentations guided by teacher questioning.

Assessment of Learning: Rubric evaluating reasoning, evidence, and reflection journals documenting changes in understanding.

2. Technology Resource Strategy – Digital Collaboration

Activity Name: “Interactive Reading Response through Padlet”

Students use Padlet or Google Jamboard to post responses to comprehension questions and reply to peers.

How it Promotes Critical Thinking: Technology facilitates real-time collaboration and reflection. Students assess and respond to different viewpoints, revising their own interpretations through dialogue and evidence-based reasoning.

Materials Needed: Computers or tablets, Internet access, Padlet or Jamboard account.

Classroom Use: Students respond digitally to prompts and comment on peers’ insights.

Assessment of Learning: Participation and depth of response measured by a rubric emphasizing textual support and reflective engagement.

3. Instructional Strategy – Cooperative Learning

Activity Name: “Literature Circles for Deeper Thinking”

Students assume rotating roles—discussion director, vocabulary builder, connector, summarizer—within literature circles to explore shared texts.

How it Promotes Critical Thinking: This cooperative approach develops higher-order thinking skills by requiring students to analyze, compare, question, and defend their ideas collaboratively.

Materials Needed: Assigned text, role sheets, discussion question cards.

Classroom Use: Weekly group meetings with guided teacher facilitation.

Assessment of Learning: Reflection logs and rubrics evaluating collaboration, comprehension, and analytical reasoning.

Critical Thinking in Literacy

Conclusion

Each strategy—Constructivist inquiry, digital collaboration, and cooperative learning—fosters deeper engagement and cognitive growth in literacy instruction. By combining theory-based practice, technology integration, and collaborative methods, educators cultivate environments that challenge students to think critically, communicate effectively, and construct meaningful understanding of texts.

References

Johnson, D. W., & Johnson, R. T. (2019). Learning together and alone: Cooperative, competitive, and individualistic learning. Pearson.

Tompkins, G. E. (2018). Literacy for the 21st century: A balanced approach (7th ed.). Pearson.

Vygotsky, L. S. (1978). Mind in society: The development of higher psychological processes. Harvard University Press.

Appendix (Optional)

Sample Text Detective Evidence Chart:

Sentence with Unknown Word Inferred Meaning Clues Used Group Reasoning Summary
The sun dipped below the horizon as shadows crept in. Dusk “Sun dipped,” “shadows” Darkness setting indicates evening.

  • What three literacy strategies can promote critical thinking and problem-solving?,

  • How does a constructivist learning theory strategy enhance reading comprehension?,

  • How can technology integration support critical thinking in literacy instruction?,

  • How does cooperative learning strengthen analytical and interpretive skills?,

  • How can teachers assess students’ critical thinking in reading activities?

October 24, 2025
October 24, 2025

Review of Unmasking Administrative Evil

Author By Academic Wizard Categories Blog

Review of Unmasking Administrative Evil

Each student is required to read Unmasking Administrative Evil by Danny Balfour, Guy Adams, and Ashley Nickels and write a 6-8-page (typewritten, double-spaced, 12-point font – not including the title page, references, abstract and appendices) review of the book. This entails summarizing the book’s key concepts and critiquing the authors’ arguments. In constructing their reviews, students should also apply public administration concepts gleaned from the course readings, discussions, and scholarly literature in their critique whenever possible. A good book review at the graduate level, nonetheless, entails more than just rote summarization. Broadly speaking, it should address the following:

Review of Unmasking Administrative Evil

· What is the book’s main goal?

· What are the main/important points highlighted in the book?

· Discuss/evaluate the evidence utilized in making those points. Is the evidence convincing?

· Is the book well-written? Is it understandable? Critique the writing style.

· Who is the target audience?

 

More specifically, the book review should be structured as follows (See the Book Review Rubric in the “Files” section of Canvas for more detail on the grading criteria for this assignment.):

 

· Introduction (about 1-2 pages) – This section includes bibliographic information describing the authors, the title, when the book was written, who it was written for, whether it was well written/understandable, etc. The introduction will also seek to put the book into context. In that vein, you should include a brief overview of the book’s overall theme and purpose along with the purpose of your evaluation.

 

· Summarization (about 2 pages) – The summarization component will address the key points in each chapter or group of chapters. Paraphrasing is appropriate here. However, you should still remember to appropriately cite any paraphrased material in proper APA format (e.g., with author and page number citation in parentheses).

 

· Evaluation (about 2-3 pages) – The evaluation component is where you provide your opinion of the book. Was the book interesting, enjoyable, or boring? Do you think it’s relevant to the field? Why/why not? Are the authors’ arguments well supported? Is the evidence convincing? With respect to the latter four questions, you will want to include additional scholarly source material that supports your opinion. Remember, at the graduate level, our opinions must always be substantiated by something tangible, and this would be a great place to draw from some of the existing public administration literature in support of your argument(s). Journal articles found in the university’s online databases ( https://libguides.uncp.edu/az.php) might be particularly helpful in this regard. A sample of potential scholarly journals that might be utilized is also noted below.

 

· Conclusion (about 1-2 pages) – The conclusion will wrap things up for the reader. Here, you will want to delineate the book’s strengths and weaknesses (Again, though, remember to support your argument with scholarly source citation where appropriate.). You should close by providing the reader with an overall recommendation regarding the book’s usefulness/appropriateness for the field and what it might mean for the present/future of public administration.

  • What is the book’s main goal?,

  • What are the main points highlighted in the book?,

  • How convincing is the evidence used to support those points?,

  • Is the book well-written and understandable?,

  • Who is the target audience?

October 24, 2025
October 24, 2025

Economic Interdependence

Author By Academic Wizard Categories Blog
    • Economic Interdependence

Reflect: Reflect upon the themes that the disciplines covered this week explore and the methods that they use to explore these topics. How do these different approaches and themes help contribute to the larger understanding of society, culture, and human behavior? Based upon your understandings of these disciplines, how might their approach to topics be helpful to other disciplines within the social sciences? Other academic disciplines outside of the social sciences? To the general public?In addition, think about the strategies used by practitioners of these disciplines to avoid bias. Do these differ from the social science disciplines that you read about last week? If so, how? Can these approaches be adapted for use outside of the social sciences?Write: In an initial post of at least 250 words

  • Select one of the three disciplines examined this week, and discuss why you selected the discipline you did and how this discipline is distinct from other disciplines in the social sciences (Think about methods topics explored, etc.).
  • Examine the topic discussed by the source linked above for your discipline.
    • Describe how your selected topic is related to the concepts of the individual, society, and culture.
    • Note the main points of the article, its conclusion, and assess how the questions asked by the social scientist in question are related to their discipline’s practice.
    • Discuss the methodology used within the article and relate the authors’ approach to specific examples in the text.
  • Assess any potential connections between the discipline you examined this week and the disciplines explored in week 3 with regard to the source you examined.
  • Postulate potential applications for your selected discipline and its approaches to everyday life.

Economic Interdependence

Please use in-text APA citations within your post, as well as full APA references at the end of your post. If you need APA assistance, review the APA StyleLinks to an external site. resources.

  • Why did you select this discipline and how is it distinct from other social sciences?,

  • How is the selected topic related to the concepts of the individual society and culture?,

  • What are the main points and conclusions of the article and how do the author’s questions relate to their discipline’s practice?,

  • What methodology is used in the article and how is it applied?,

  • What are the connections between this discipline and those from Week 3 and what are its potential applications to everyday life?

The Global Supply Chain and Economic Interdependence

I selected Economics because it offers a structured lens through which to understand how societies allocate resources, respond to scarcity, and interact in the global marketplace. Unlike disciplines such as political science or sociology, economics emphasizes quantitative modeling, cost-benefit analysis, and data-driven forecasting to interpret patterns of human behavior at both micro and macro levels. It examines how incentives and constraints shape decisions that ultimately influence cultural and political outcomes (Laubacher et al., 2023).

The article “Globalization and the Evolution of the Supply Chain: Who Gains and Who Loses?” explores how global supply chains—once viewed as purely efficiency-driven—now reveal inequalities and vulnerabilities within international trade. It highlights that globalization has led to immense productivity gains and consumer benefits through lower prices but has simultaneously displaced local industries, increased economic dependency, and widened income gaps between developed and developing nations. The article concludes that while globalization fosters economic growth, its distributional effects are uneven, and calls for reforms promoting sustainable and equitable trade practices.

This topic directly relates to the individual, society, and culture because global supply chains affect people’s livelihoods, societal structures, and cultural identities. For example, the outsourcing of manufacturing not only transforms labor markets but also alters cultural values tied to work, consumption, and environmental responsibility. Individuals in developed economies experience greater access to affordable goods, whereas workers in developing nations often face exploitative conditions—illustrating how economics interweaves with moral and cultural dimensions.

The methodology used in the article combines comparative analysis and case-based economic modeling, using trade data and supply chain trends to assess winners and losers across regions. This approach exemplifies economics’ reliance on empirical data to support theoretical arguments. For instance, the author references production shifts in Southeast Asia to quantify labor cost advantages and income disparities (Laubacher et al., 2023).

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