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Category: Human Resource Management Analysis

  • [Solved] Employment Law

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  • [Solved] create a comprehensive organizational resource audit using the Sustainable Balanced Scorecard (SBSC) framework.

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    This assignment requires you to conduct a comprehensive organizational resource audit using the Sustainable Balanced Scorecard (SBSC) framework. You will assess your organization's current sustainability performance, identify resource gaps, and recommend new Key Performance Indicators (KPIs) to enha…

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    This assignment requires you to conduct a comprehensive organizational resource audit using the Sustainable Balanced Scorecard (SBSC) framework. You will assess your organization's current sustainability performance, identify resource gaps, and recommend new Key Performance Indicators (KPIs) to enhance sustainable management practices.

    **Background**

    The Resource-Based View (RBV) is a strategic management framework that examines how an organization's internal resources and capabilities can be leveraged to achieve sustainable competitive advantage. In this assessment, you will apply SBSC and SWOT analysis to evaluate your organization's resources and capacity for sustainable growth.

    – [\
    \
    SustainableBalancedScorecardTemplate-Unit3_JONES.docx](https://www.sweetstudy.com/files/sustainablebalancedscorecardtemplate-unit3-jones-docx "SustainableBalancedScorecardTemplate-Unit3_JONES.docx")

  • [Solved] Human Resource

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    See attached **files (1)** – ## DQResponse.docx **## DQResponse.docx** Respond to: 1 **Exploring Employee Engagement, Globalization, and Christian Worldview** Hardy’s (1990) theological history of work moves from separation toward integration. Medieval Christian thought often elevated the contemplat…

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    **files (1)**

    – ## DQResponse.docx

    **## DQResponse.docx**

    Respond to: 1

    **Exploring Employee Engagement, Globalization, and Christian Worldview**

    Hardy’s (1990) theological history of work moves from separation toward integration. Medieval Christian thought often elevated the contemplative religious life above ordinary labor, treating earthly occupations as necessary but spiritually secondary. Luther challenged that hierarchy through his doctrine of vocation. Because salvation rests on grace rather than meritorious works, Christians need not retreat from ordinary life to serve God; instead, they serve God by loving their neighbors through the stations and responsibilities of everyday life. Hardy then shows how Calvin and the Reformed tradition extended Luther’s concept. Rather than merely accepting an existing occupation as one’s station, work itself and its structures should be evaluated according to whether they permit people to use their God-given abilities for the common good. Hardy ultimately identifies a convergence with modern Catholic social teaching, which likewise came to emphasize the dignity, social responsibility, and religious significance of human work (Hardy, 1990).

    I find Hardy’s progression compelling because it prevents Christian vocation from becoming either passive acceptance of a job or the pursuit of personal achievement disguised as calling. In my experience leading in law enforcement, some of the work carrying the greatest organizational value is neither glamorous nor immediately visible. Case screening, evidence follow-up, administrative review, and quality-control processes may appear routine, yet each can ultimately affect whether people receive timely and competent service. I have seen employees respond differently when they understand that connection. Hardy’s argument therefore challenges leaders not merely to tell people their work matters, but to design and lead work so they can genuinely see and exercise responsibility within its larger purpose.

    A first HR implication is meaningful engagement. Valentine et al. (2025) explain that engaged employees are more invested in their jobs, contribute greater effort, and experience stronger retention. They further identify appreciation, employee voice, supportive coworkers, and recognition as important engagement practices. Saks (2022) similarly argues that caring HR practices can foster stronger employee engagement. From Hardy’s perspective, leaders should connect individual responsibilities to service and organizational mission rather than rely primarily on extrinsic incentives.

    Second, organizations should approach retention as stewardship rather than simply preventing turnover. Valentine et al. (2025) emphasize that meaningful work, trust, organizational support, development, and the psychological contract affect commitment and retention. This parallels Hardy’s contention that people should have opportunities to employ their abilities responsibly for others. HR practices should therefore provide credible feedback, developmental opportunities, adequate resources, and meaningful employee participation rather than retaining people who are physically present but psychologically disengaged.

    Third, the same principle should inform global HR practice. Valentine et al. (2025) explain that global organizations operate across differing legal, cultural, economic, and social environments and must balance organizational consistency with responsiveness to local circumstances. Chapter 16 specifically notes that workers increasingly seek compelling purpose, employee well-being, and workplaces that encourage them to remain. Presbitero et al. (2025) further found that cultural intelligence among employees and supervisors supports engagement and intentions to stay in multicultural workgroups. A Christian approach to globalization therefore should not simply export home-country practices; it should respect people within their cultural contexts while maintaining fundamental commitments to dignity, service, and responsible work.

    Hardy’s theology ultimately transforms work from an instrument of self-advancement into a means of serving others. For HR leaders, that makes engagement, retention, and global management more than techniques for improving productivity. They become opportunities to structure work so people can use their abilities responsibly, understand their contribution, and participate meaningfully in the good their organizations accomplish.

    Respond to: 2

    **Strategic Human Resource Management and Every Good Endeavor**

    According to Keller (2012), God created the world so humans could meet basic human needs; however, he also provided us the ability to create and find purpose in our day-to-day jobs and flourish as humans. The way we view work is much more significant than simply being a means to receive money. Therefore, Organizations need to focus on creating environments and job designs that connect to higher levels of ethics and stewardship. Strategic Human Resource Management provides the opportunity for business leaders to take advantage of this belief and utilize human capital strategies to develop meaningful workplaces that promote employee dignity and achieve lasting organizational success.

    **Strategic HR Alignment and Employee Development**

    While there have been many improvements made in maximizing output or increasing efficiencies in work tasks, there have been fewer efforts made toward improving employee development since measuring efficiency is typically easier to measure using existing administrative data. According to Valentine et al. (2024), human resource strategy is defined as providing systematic alignment of organization-wide leadership practices to broad strategic objectives. As such, workforce analytics enable managers to track certain types of outputs, turnover and operational expenses; however, capturing an employee’s unique spiritual values, vocational ambitions, and psychological requirements would require more information than a manager would obtain through performance measures. Modern strategic HR literature emphasizes high-performance work systems that incorporate psychological safety, employee growth, and employee voice to create organizational sustainability. Thus, as Organizations have focused primarily on measurable metrics they will be required to make an ongoing effort to improve employees' personal and professional growth to produce long term sustainable results.

    **Fostering Human Dignity and Calling in Work**

    When Organizations establish work environment practices that provide employees with the opportunity to pursue their vocational calling, Strategic Human Resource Management recognizes that the inherent value of human capital must be incorporated into those practices. Valentine et al. (2024) assert that high performing human resource systems must align internal organizational talent with broader strategic imperatives. When leaders structure work based on shared purpose and respect employees’ dignity, they facilitate the development of faith-based vocations. There are numerous examples of how strategic HRM can be implemented, including: enriching job roles, providing varied and flexible professional development options, developing fair compensation plans, and implementing transparent feedback processes. Gond et al. (2017) demonstrated that management practices which are directed towards humanity result in greater affective commitment among employees as these practices directly recognize employee dignity within corporations. These principles show that promoting individual calling is feasible and beneficial for business leaders who use intentional ethics in the management of human resources.

    **Organizational Examples and Strategic HR Differentiation**

    Employee needs and expectations for HR differ significantly depending upon the specific industry segment and role(s) that an employee performs. Depending upon whether an employee works as a frontline worker in the logistics/supply chain industry or a logistics analyst, he/she may place varying degrees of importance upon operational safety, predictable schedules, career advancement opportunities, physical ergonomics, clear safety procedures, autonomy, advanced technology tools, and/or professional mentoring. Clinical staff members working in the health care industry may emphasize psychological support, burnout reduction, and servant leadership; whereas administrative personnel may stress clearly-defined workflow procedures and competitive salaries. Mid-level financial analysts working in the corporate finance sector may desire continuous technical education/training and career progression opportunities; whereas senior executive professionals may wish for broad cross-functional authority in decision-making as well as shared vision with other departments within the corporation.

    **Design of work and Human Flourishing**

    As stated by Keller (2012) in his chapter titled "the design of work," strategic HRM job enrichment strategies are directly connected to Keller's interpretation that workers were not merely created by God to fulfill duties and endure hardship; instead, he imbued work with potential for enjoyment, service, and creativity. In terms of strategic HRM, this creates a very important distinction: workers do not all experience job satisfaction through the same motivators. By acknowledging what individual employees value, HR leaders can design positions that meet their economic needs while satisfying their deeper desires for purpose that promote long-term engagement.

    **Biblical Integration**

    Scriptural principles provide a moral compass for practicing authentic caring, honesty and respectful communication in business. As stated in Philippians 2:4, "each one should look out not only for his own interests but also for the interests of others." New International Version bible copyright 1978/2011. Paul instructs believers to show humility by putting the interest of others before their own self-interests. This principle directly applies to strategic HRM because business leaders must design policies that encourage employee flourishing instead of focusing on extracting labor for temporary gains. Focusing on employee interests fosters a culture of trust in the workplace and benefits both individual employees and the organization.

    Integrity is equally critical to managing organizational talent and building trust in the workplace. Proverbs 11:3 states, "the integrity of the upright will guide them; but the treacherous will fall because of their own wickedness." New International Version bible copyright 1978/2011. This proverb compares ethically led Organizations to those characterized by deception. Integrity leads to trust between employers and employees; therefore, it is imperative that HR administrators act with uncompromising integrity and administer HR programs fairly to build trust throughout the organization.

    Finally, as stated in James 1:19, "know this, my dear brothers and sisters: first give your hearts and souls to him; and then give your minds give your whole being over to living in harmony with him. Everyone should be quick to listen, slow to speak, and slow to get angry." New International Version bible copyright 1978/2011. James writes about listening attentively and controlling oneself. Listening is fundamental to successful strategic HRM since executives must engage with employee feedback, resolve complaints related to operations issues, and understand the perspectives of their workforce. Employee surveys, exit interviews, and open door communications offer valuable ways for executives to learn about their workforce dynamics. This biblical insight promotes leaders who are attentive listeners and respond wisely when building Organizations that are centered on people.

    It is essential to integrate biblical truths into both personal and organizational decisions because biblical truths present timeless frameworks for interpersonal actions. On a personal basis, demonstrating concern for others, acting with integrity, and listening carefully enhance professional relationships while exemplifying Christian character. On a professional basis, these identical characteristics direct how leaders create compensation systems, handle conflict resolution in the workplace, and manage talent. Integrating biblical truths enables leaders to apply consistent standards of respect and integrity across all aspects of organizational functioning.

    Instructions for Response:

    For Discussion Thread: Exploring Employee Engagement, Globalization, and Christian

    Worldview and Discussion Thread: Exploring Job Design, Staffing, and Christian

    Worldview, include a references section, and be sure to have in-text citations for the following

    sources:

    • At least 2 citations from Valentine: Human Resource Management.

    • At least 1 citation from Hardy: The Fabric of this World: Inquiries into Calling,

    Career Choice, and the Design of Human Work.

    • At least 2 citations from related scholarly journals (e.g. Human Resource Management

    Journal, Journal of Applied Psychology, Journal of Strategic Human Resource

    Management, Journal of Biblical Integration in Business, Christian Scholars Review).

    REPLIES: INSTRUCTIONS

    The student must reply to at least two classmates’ threads by 11:59 p.m. (ET) Sunday of the

    assigned Module: Week. Your replies must include meaningful and substantive contributions to the discussion, and ideally provoke and challenge the thinking of your colleagues. Each reply must be 200-300 words.

    **## DQResponse.docx**

    Respond to: 1

    **Exploring Employee Engagement, Globalization, and Christian Worldview**

    Hardy’s (1990) theological history of work moves from separation toward integration. Medieval Christian thought often elevated the contemplative religious life above ordinary labor, treating earthly occupations as necessary but spiritually secondary. Luther challenged that hierarchy through his doctrine of vocation. Because salvation rests on grace rather than meritorious works, Christians need not retreat from ordinary life to serve God; instead, they serve God by loving their neighbors through the stations and responsibilities of everyday life. Hardy then shows how Calvin and the Reformed tradition extended Luther’s concept. Rather than merely accepting an existing occupation as one’s station, work itself and its structures should be evaluated according to whether they permit people to use their God-given abilities for the common good. Hardy ultimately identifies a convergence with modern Catholic social teaching, which likewise came to emphasize the dignity, social responsibility, and religious significance of human work (Hardy, 1990).

    I find Hardy’s progression compelling because it prevents Christian vocation from becoming either passive acceptance of a job or the pursuit of personal achievement disguised as calling. In my experience leading in law enforcement, some of the work carrying the greatest organizational value is neither glamorous nor immediately visible. Case screening, evidence follow-up, administrative review, and quality-control processes may appear routine, yet each can ultimately affect whether people receive timely and competent service. I have seen employees respond differently when they understand that connection. Hardy’s argument therefore challenges leaders not merely to tell people their work matters, but to design and lead work so they can genuinely see and exercise responsibility within its larger purpose.

    A first HR implication is meaningful engagement. Valentine et al. (2025) explain that engaged employees are more invested in their jobs, contribute greater effort, and experience stronger retention. They further identify appreciation, employee voice, supportive coworkers, and recognition as important engagement practices. Saks (2022) similarly argues that caring HR practices can foster stronger employee engagement. From Hardy’s perspective, leaders should connect individual responsibilities to service and organizational mission rather than rely primarily on extrinsic incentives.

    Second, organizations should approach retention as stewardship rather than simply preventing turnover. Valentine et al. (2025) emphasize that meaningful work, trust, organizational support, development, and the psychological contract affect commitment and retention. This parallels Hardy’s contention that people should have opportunities to employ their abilities responsibly for others. HR practices should therefore provide credible feedback, developmental opportunities, adequate resources, and meaningful employee participation rather than retaining people who are physically present but psychologically disengaged.

    Third, the same principle should inform global HR practice. Valentine et al. (2025) explain that global organizations operate across differing legal, cultural, economic, and social environments and must balance organizational consistency with responsiveness to local circumstances. Chapter 16 specifically notes that workers increasingly seek compelling purpose, employee well-being, and workplaces that encourage them to remain. Presbitero et al. (2025) further found that cultural intelligence among employees and supervisors supports engagement and intentions to stay in multicultural workgroups. A Christian approach to globalization therefore should not simply export home-country practices; it should respect people within their cultural contexts while maintaining fundamental commitments to dignity, service, and responsible work.

    Hardy’s theology ultimately transforms work from an instrument of self-advancement into a means of serving others. For HR leaders, that makes engagement, retention, and global management more than techniques for improving productivity. They become opportunities to structure work so people can use their abilities responsibly, understand their contribution, and participate meaningfully in the good their organizations accomplish.

    Respond to: 2

    **Strategic Human Resource Management and Every Good Endeavor**

    According to Keller (2012), God created the world so humans could meet basic human needs; however, he also provided us the ability to create and find purpose in our day-to-day jobs and flourish as humans. The way we view work is much more significant than simply being a means to receive money. Therefore, Organizations need to focus on creating environments and job designs that connect to higher levels of ethics and stewardship. Strategic Human Resource Management provides the opportunity for business leaders to take advantage of this belief and utilize human capital strategies to develop meaningful workplaces that promote employee dignity and achieve lasting organizational success.

    **Strategic HR Alignment and Employee Development**

    While there have been many improvements made in maximizing output or increasing efficiencies in work tasks, there have been fewer efforts made toward improving employee development since measuring efficiency is typically easier to measure using existing administrative data. According to Valentine et al. (2024), human resource strategy is defined as providing systematic alignment of organization-wide leadership practices to broad strategic objectives. As such, workforce analytics enable managers to track certain types of outputs, turnover and operational expenses; however, capturing an employee’s unique spiritual values, vocational ambitions, and psychological requirements would require more information than a manager would obtain through performance measures. Modern strategic HR literature emphasizes high-performance work systems that incorporate psychological safety, employee growth, and employee voice to create organizational sustainability. Thus, as Organizations have focused primarily on measurable metrics they will be required to make an ongoing effort to improve employees' personal and professional growth to produce long term sustainable results.

    **Fostering Human Dignity and Calling in Work**

    When Organizations establish work environment practices that provide employees with the opportunity to pursue their vocational calling, Strategic Human Resource Management recognizes that the inherent value of human capital must be incorporated into those practices. Valentine et al. (2024) assert that high performing human resource systems must align internal organizational talent with broader strategic imperatives. When leaders structure work based on shared purpose and respect employees’ dignity, they facilitate the development of faith-based vocations. There are numerous examples of how strategic HRM can be implemented, including: enriching job roles, providing varied and flexible professional development options, developing fair compensation plans, and implementing transparent feedback processes. Gond et al. (2017) demonstrated that management practices which are directed towards humanity result in greater affective commitment among employees as these practices directly recognize employee dignity within corporations. These principles show that promoting individual calling is feasible and beneficial for business leaders who use intentional ethics in the management of human resources.

    **Organizational Examples and Strategic HR Differentiation**

    Employee needs and expectations for HR differ significantly depending upon the specific industry segment and role(s) that an employee performs. Depending upon whether an employee works as a frontline worker in the logistics/supply chain industry or a logistics analyst, he/she may place varying degrees of importance upon operational safety, predictable schedules, career advancement opportunities, physical ergonomics, clear safety procedures, autonomy, advanced technology tools, and/or professional mentoring. Clinical staff members working in the health care industry may emphasize psychological support, burnout reduction, and servant leadership; whereas administrative personnel may stress clearly-defined workflow procedures and competitive salaries. Mid-level financial analysts working in the corporate finance sector may desire continuous technical education/training and career progression opportunities; whereas senior executive professionals may wish for broad cross-functional authority in decision-making as well as shared vision with other departments within the corporation.

    **Design of work and Human Flourishing**

    As stated by Keller (2012) in his chapter titled "the design of work," strategic HRM job enrichment strategies are directly connected to Keller's interpretation that workers were not merely created by God to fulfill duties and endure hardship; instead, he imbued work with potential for enjoyment, service, and creativity. In terms of strategic HRM, this creates a very important distinction: workers do not all experience job satisfaction through the same motivators. By acknowledging what individual employees value, HR leaders can design positions that meet their economic needs while satisfying their deeper desires for purpose that promote long-term engagement.

    **Biblical Integration**

    Scriptural principles provide a moral compass for practicing authentic caring, honesty and respectful communication in business. As stated in Philippians 2:4, "each one should look out not only for his own interests but also for the interests of others." New International Version bible copyright 1978/2011. Paul instructs believers to show humility by putting the interest of others before their own self-interests. This principle directly applies to strategic HRM because business leaders must design policies that encourage employee flourishing instead of focusing on extracting labor for temporary gains. Focusing on employee interests fosters a culture of trust in the workplace and benefits both individual employees and the organization.

    Integrity is equally critical to managing organizational talent and building trust in the workplace. Proverbs 11:3 states, "the integrity of the upright will guide them; but the treacherous will fall because of their own wickedness." New International Version bible copyright 1978/2011. This proverb compares ethically led Organizations to those characterized by deception. Integrity leads to trust between employers and employees; therefore, it is imperative that HR administrators act with uncompromising integrity and administer HR programs fairly to build trust throughout the organization.

    Finally, as stated in James 1:19, "know this, my dear brothers and sisters: first give your hearts and souls to him; and then give your minds give your whole being over to living in harmony with him. Everyone should be quick to listen, slow to speak, and slow to get angry." New International Version bible copyright 1978/2011. James writes about listening attentively and controlling oneself. Listening is fundamental to successful strategic HRM since executives must engage with employee feedback, resolve complaints related to operations issues, and understand the perspectives of their workforce. Employee surveys, exit interviews, and open door communications offer valuable ways for executives to learn about their workforce dynamics. This biblical insight promotes leaders who are attentive listeners and respond wisely when building Organizations that are centered on people.

    It is essential to integrate biblical truths into both personal and organizational decisions because biblical truths present timeless frameworks for interpersonal actions. On a personal basis, demonstrating concern for others, acting with integrity, and listening carefully enhance professional relationships while exemplifying Christian character. On a professional basis, these identical characteristics direct how leaders create compensation systems, handle conflict resolution in the workplace, and manage talent. Integrating biblical truths enables leaders to apply consistent standards of respect and integrity across all aspects of organizational functioning.

    Instructions for Response:

    For Discussion Thread: Exploring Employee Engagement, Globalization, and Christian

    Worldview and Discussion Thread: Exploring Job Design, Staffing, and Christian

    Worldview, include a references section, and be sure to have in-text citations for the following

    sources:

    • At least 2 citations from Valentine: Human Resource Management.

    • At least 1 citation from Hardy: The Fabric of this World: Inquiries into Calling,

    Career Choice, and the Design of Human Work.

    • At least 2 citations from related scholarly journals (e.g. Human Resource Management

    Journal, Journal of Applied Psychology, Journal of Strategic Human Resource

    Management, Journal of Biblical Integration in Business, Christian Scholars Review).

    REPLIES: INSTRUCTIONS

    The student must reply to at least two classmates’ threads by 11:59 p.m. (ET) Sunday of the

    assigned Module: Week. Your replies must include meaningful and substantive contributions to the discussion, and ideally provoke and challenge the thinking of your colleagues. Each reply must be 200-300 words.

  • [Solved] Policy Analysis and Recommendation

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – a month ago **files (3)** – ## PolicyAnalysisandRecommendationInstructions.docx – ## PolicySelectionandBackgroundpaper.docx – PolicyAnalysispaper.docx **## PolicyAnalysisandRecommendationInstructions.docx** **Assignment Description** This is the final assignment for the course. Part of this assign…

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    – a month ago

    **files (3)**

    – ## PolicyAnalysisandRecommendationInstructions.docx

    – ## PolicySelectionandBackgroundpaper.docx

    – PolicyAnalysispaper.docx

    **## PolicyAnalysisandRecommendationInstructions.docx**

    **Assignment Description**

    This is the final assignment for the course. Part of this assignment is a compilation of all previous assignments, revised according to your instructor's feedback. All the course assignments will be combined to create a policy analysis report. The purpose of this assignment is to analyze the extent to which your chosen policy addresses the social justice issue concerning your chosen population and to make recommendations.

    If you need additional support in completing this assignment, it may be useful to consult the following:

    ·
    [Evidence and APA](https://lat.strategiced.com/redirect?linkid=1540).

    ·
    [How Do I Find Peer-Reviewed Articles?](https://lat.strategiced.com/redirect?linkid=1650)

    ·
    [What Is Scholarly?](https://lat.strategiced.com/redirect?linkid=2951)

    · NASW Code of Ethics located on the
    [Assignment Resources](https://capella.alma.exlibrisgroup.com/leganto/public/01CAPELLA_INST/lists/2629702320006731?auth=SAML&section=2631180150006731) reading list.

    ·
    [Social Work Masters Program (MSW) Library Guide](https://capellauniversity.libguides.com/msw).

    By successfully completing this assignment, you will demonstrate your proficiency in the following CSWE EPAS competencies and practice behaviors:

    · Competency 3: Engage Anti-Racism, Diversity, Equity, and Inclusion (ADEI) in Practice.

    · C3.GP.B: Demonstrate cultural humility by applying critical reflection, self-awareness, and self-regulation to manage the influence of bias, power, privilege, and values in working with clients and constituencies, acknowledging them as experts of their own lived experiences.

    · Related assignment criteria:

    1. Analyze the social justice issue and its connection to the chosen population, including addressing cultural values, privilege, and power.

    2. Analyze the chosen policy and its connection to the social justice problem and the targeted population.

    · Competency 5: Engage in policy practice.

    · C5.GP.A: Use social justice, anti-racist, and anti-oppressive lenses to assess how social welfare policies affect the delivery of and access to social services.

    · Related assignment criteria:

    1. Evaluate the effectiveness of the policy, including addressing issues with policy design, implementation practices, and external constraints that inhibit effectiveness.

    2. Draw conclusions about the continuing effectiveness of the policy.

    3. Analyze the historical issues and context leading up to and including the development of the policy.

    4. Evaluate the feasibility of the policy from political, economic, and administrative perspectives.

    5. Provide recommendations to improve the policy or to replace it with alternative solutions, including a plan for advocacy and implementation.

    **Assignment Instructions**

    As noted above, revise the work you have done in the
    **Policy Selection and Background** (Week 4) and
    **Policy Analysis** (Week 6) assignments to develop a complete analysis. Additionally, this final submission includes recommendations you would make regarding future changes to the policy to improve its effectiveness in addressing the social justice issue for the chosen population.

    For your final version, include the following sections:

    **Introduction**

    **Body of Paper**

    Address the following, based on revising the assignments you submitted previously:

    · Analyze the social justice issue and its connection to the chosen population, addressing cultural values, privilege, and power.

    · Analyze the chosen policy and its connection to the social justice problem and the targeted population.

    · Analyze the historical issues and context leading up to, and including, the development of the policy.

    · Evaluate the effectiveness of the policy, including addressing issues with policy design, implementation practices, and external constraints that inhibit effectiveness.

    · Evaluate the feasibility of the policy from political, economic, and administrative perspectives.

    **Conclusion**

    · Provide a brief summary of the current state of the policy's implementation in regard to the chosen social justice issue and target population.

    · Draw conclusions based on your analysis about the continuing effectiveness of the policy. What have been the policy's strengths and weaknesses, and how might these look going forward? Cite specific examples to support your analysis.

    **Recommendations**

    · Provide recommendations to improve the policy or to replace it with alternative solutions, including a plan for how you will advocate for these changes. Should the policy be replaced, modified, or extended upon?

    · Justify your recommendations for new policies or revisions with a detailed rationale.

    · Describe how the new or revised policy for the chosen population will be implemented into policy planning and action.

    **Guidelines**

    Review the
    **Policy Analysis and Recommendations** rubric for information on how your work will be graded.

    **Additional Requirements**

    The assignment you submit is expected to meet the following requirements:

    ·
    **Written communication:** Written communication is free of errors that detract from the overall message.

    ·
    **APA formatting:** Resources and citations are formatted according to current APA style and formatting standards.

    ·
    **Parts of the paper:** Include a title page, table of contents, body of paper, references, and running headers.

    ·
    **Cited resources:** A minimum of eight scholarly sources. Most literature cited should be current, with publication dates within the past five years.

    ·
    **Length of paper:** 12–16 typed, double-spaced pages.

    ·
    **Font and font size:** Times New Roman, 12 point.

    ·
    **Due date:** Assignment must be submitted to your instructor in the courseroom no later than Sunday, 11:59 p.m. CST, this week.

    **Competencies Measured**

    By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and rubric criteria:

    · Competency 1: Use social justice, anti-racist, and anti-oppressive lenses to assess how social welfare policies affect the delivery of and access to social services. (C5.GP.A)

    · Evaluate the effectiveness of the policy, including addressing issues with policy design, implementation practices, and external constraints that inhibit effectiveness. (C5.GP.A)

    · Evaluate the feasibility of the policy from political, economic, and administrative perspectives. (C5.GP.A)

    · Draw conclusions about the continuing effectiveness of the policy. (C5.GP.A)

    · Provide recommendations to improve the policy or to replace it with alternative solutions, including a plan for advocacy and implementation. (C5.GP.A)

    · Competency 2: Demonstrate cultural humility by applying critical reflection, self-awareness, and self-regulation to manage the influence of bias, power, privilege, and values in working with clients and constituencies, acknowledging them as experts of their own lived experiences. (C3.GP.B)

    · Analyze the social justice issue and its connection to the chosen population, including addressing cultural values, privilege, and power. (C3.GP.B)

    · Analyze the chosen policy and its connection to the social justice problem and the targeted population. (C3.GP.B)

    · Analyze the historical issues and context leading up to and including the development of the policy. (C5.GP.A)

    · Competency 3: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the social work profession.

    · Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the social work profession, referencing at least eight scholarly sources.

    **## PolicySelectionandBackgroundpaper.docx**

    2

    **Policy Selection and Background**

    Taliegha Carter

    Capella University

    SWK5002

    Prof. Katti Carlson

    8/9/26

    **Policy Selection and Background**

    Disparities in health remain one of the most crucial issues related to social justice in the USA. Poor people and racial minorities continue to have difficulties in accessing high-quality services that can be afforded. Therefore, the members of these disadvantaged communities experience worse health conditions and increased risks of chronic diseases as well as mortality compared to other citizens. There exist several reasons for such an inequality, such as poverty, racism, insufficient health insurance, discrimination, and access barriers. Social work practitioners have an important role in advocating for the implementation of appropriate policies. One of them is the Affordable Care Act. The present paper focuses on the analysis of this policy and its impact on health disparities. This paper provides an analysis of this act by considering its goals, services, relation to health inequities, history, and influence of historical factors on the act.

    **Purpose of the Affordable Care Act**

    Affordable Care Act (ACA) became a law in 2010 and was enacted with the objective of making health care accessible and affordable in the US. Prior to the ACA, there were many people in America who lacked health insurance due to its costly nature and availability issues (Ortaliza et al., 2024). Moreover, insurance companies had the option of denying health insurance to individuals with preexisting medical conditions as well as charging them high rates of premiums. These barriers delayed medical treatment and contributed to poorer health outcomes, especially among low-income individuals and racial and ethnic minority populations.

    The ACA was designed to increase health insurance coverage while improving the quality of healthcare services. One of its primary goals was to reduce financial barriers that prevented individuals from seeking medical care (Ortaliza et al., 2024). The law expanded Medicaid eligibility in participating states, created Health Insurance Marketplaces that provide subsidized insurance plans, and prohibited insurance companies from denying coverage because of pre-existing conditions. The ACA also requires most health plans to cover preventive services such as vaccinations, cancer screenings, annual wellness visits, and prenatal care without additional out-of-pocket costs. These reforms encourage early diagnosis, disease prevention, and better management of chronic illnesses.

    **Programs and Services Provided Through the Affordable Care Act**

    The Affordable Care Act established a handful of initiatives designed to enhance health services to underserved groups. The most pivotal policy is Medicaid expansion, which offers health coverage to adults whose income is less than or equal to 138 percent of the federal poverty level (KFF, 2025). This program is largely for adults who have previously made too much to be eligible for Medicaid but were unable to afford a private health insurance plan.

    The other major program is the Health Insurance Marketplace. Individuals and families can afford private insurance coverage using premium tax credits and cost-sharing reductions. These subsidies have made health insurance more affordable for millions of Americans (McGough et al., 2026).

    The ACA also increased preventive health care benefits, forcing most health care insurance plans to cover preventive care services such as cancer screenings and immunizations, annual physical exams, prenatal care, counseling, and health screenings without imposing any added costs on the patient. These services identify health conditions at the earliest opportunity and enhance long-term health results.

    The law also bolstered Community Health Centers, offering a comprehensive suite of medical, behavioral health, dental, pharmacy, and other services in underserved neighborhoods. These facilities treat many patients who lack the financial means, and racial and ethnic minority populations who may or may not be able to pay. The ACA also added more mothers to receive health care, behavioral and mental health care and treatment, and more affordable access to prescription drugs. These initiatives enhance access to health care and health management of chronic conditions.

    **Connection Between the Affordable Care Act and Health Inequities**

    Health inequities have affected low-income communities and people of color for many years. Diabetes, hypertension, heart disease, and maternal mortality are more common in these populations than in wealthier populations, and preventable hospitalizations are higher in these populations. Poor health transitions are tightly related to poverty, limited insurance, limited provider availability, transportation, social inequities (discrimination), and more.

    The Affordable Care Act takes steps to remove many of these obstacles by increasing access and coverage of health services. People with insurance are more likely to get preventive care, regular medical checkups, and are also more likely to obtain prescription drugs and medical care for chronic diseases. Earlier diagnosis and treatment lead to better health outcomes and a decrease in unnecessary hospitalizations.

    The ACA has been shown to promote higher enrollment of adults in Medicaid and more access to primary care among the uninsured population since its enactment (Olateju et al., 2024). The coverage for many racial and ethnic minorities has also improved with insurance coverage. However, disparities remain because Medicaid expansion is optional for states, leaving many low-income adults without affordable coverage in states that chose not to expand the program.

    **Historical Issues and Context That Led to Policy Development**

    Health inequities have affected the United States for many decades. Structural racism, poverty, residential segregation, unequal employment opportunities, and limited access to healthcare have contributed to persistent disparities. Before the Affordable Care Act (ACA), millions of Americans lacked health insurance because private coverage was expensive or unavailable through employers. Insurance companies could also deny coverage to individuals with pre-existing medical conditions. These barriers limited access to preventive care and treatment, particularly for low-income communities and people of color. As a result, these populations experienced higher rates of chronic disease, preventable hospitalizations, and premature death.

    Growing concerns about rising healthcare costs and the increasing number of uninsured Americans led Congress to pursue comprehensive healthcare reform. During the administration of President Barack Obama, lawmakers introduced the Affordable Care Act to expand health insurance coverage and improve healthcare access. Congressional leaders, including Speaker of the House Nancy Pelosi and Senate Majority Leader Harry Reid, played key roles in advancing the legislation.

    The ACA received strong political support from Democratic lawmakers but significant opposition from most Republican legislators. The Senate approved the bill by a vote of 60 to 39 in December 2009. The House of Representatives passed the legislation by a vote of 219 to 212 on March 21, 2010. President Obama signed the ACA into law on March 23, 2010. The legislation became the largest healthcare reform enacted in the United States since Medicare and Medicaid were established in 1965.

    **Impact of Historical Influences on Policy Implementation**

    Factors such as historical, political, and economic factors have continued to affect the implementation of the Affordable Care Act. The expansion of Medicaid has resulted in the provision of health insurance to many Americans. Health insurance has been able to increase access to preventive services, primary care, maternal health services, behavioral health services, and management of chronic diseases. These improvements have contributed to better health outcomes and earlier treatment for many individuals.

    Despite these successes, implementation remains uneven across the United States. Residents of states that did not expand Medicaid often experience coverage gaps because they earn too much to qualify for traditional Medicaid but too little to receive Marketplace subsidies. This situation disproportionately affects low-income communities and communities of color, limiting the ACA's ability to reduce healthcare disparities nationwide.

    Health inequities are also influenced by factors beyond insurance coverage. Many underserved communities continue to experience shortages of healthcare providers, hospitals, and behavioral health services. Transportation barriers, language differences, housing instability, and discrimination within healthcare settings further reduce access to quality care. These challenges demonstrate that expanding insurance coverage alone cannot eliminate health disparities.

    **Conclusion**

    The Affordable Care Act has significantly improved healthcare access for low-income communities and people of color by expanding insurance coverage, increasing preventive services, and strengthening consumer protections. These reforms have reduced financial barriers and improved the management of chronic diseases for many vulnerable populations. However, health inequities continue because of unequal Medicaid expansion, provider shortages, structural racism, transportation barriers, and other social determinants of health. Addressing these challenges requires continued policy reform and stronger collaboration among healthcare providers, policymakers, and community organizations. Social workers have an essential role in advocating for equitable healthcare policies, reducing systemic barriers, and promoting health equity for underserved populations across the United States.

    **References**

    Fein, E. C., Gilmour, J., Machin, T., & Hendry, L. (2022). Section 3.3: Independent T-test assumptions, interpretation, and write up.
    _Usq.Pressbooks.Pub_. https://usq.pressbooks.pub/statisticsforresearchstudents/chapter/independent-t-test-assumptions/

    Fitriasari, N., Prayitno, H., Puspandari, D. A., & Utarini, A. (2025). Factors influencing cost awareness in hospitals: A scoping review.
    _BMC Health Services Research_,
    _25_(1), 1570–1570. https://doi.org/10.1186/s12913-025-13476-0

    KFF. (2025). Status of State Medicaid Expansion Decisions | KFF. In
    _KFF_. https://www.kff.org/medicaid/status-of-state-medicaid-expansion-decisions/

    Martha, D. S., & Martha, N. P. (2024). The importance of statistics in medical healthcare.
    _International Journal for Research in Applied Science and Engineering Technology_,
    _12_(8), 303–304. https://doi.org/10.22214/ijraset.2024.63920

    McGough, M., Ortaliza, J., Lo, J., & Cox, C. (2026). Marketplace consumers just over the “subsidy cliff” made uP 3% of sign-ups but 27% of the drop in ACA marketplace coverage from 2025. In
    _KFF_. https://www.kff.org/affordable-care-act/what-we-know-so-far-about-2026-aca-marketplace-enrollment-premiums-and-deductibles/

    Olateju, O. A., Shen, C., & Thornton, J. D. (2024). The affordable care act and income-based disparities in healthcare coverage and spending among non-elderly adults with cancer.
    _Health Affairs Scholar_,
    _2_(5). https://doi.org/10.1093/haschl/qxae050

    Ortaliza, J., McGough, M., & Cox, C. (2024). The affordable care act 101 | KFF. In
    _KFF_. https://www.kff.org/affordable-care-act/health-policy-101-the-affordable-care-act/

    **PolicyAnalysispaper.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/policyanalysispaper-docx-10594491)

    **PolicyAnalysispaper.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/policyanalysispaper-docx-10594491)

    **## PolicyAnalysisandRecommendationInstructions.docx**

    **Assignment Description**

    This is the final assignment for the course. Part of this assignment is a compilation of all previous assignments, revised according to your instructor's feedback. All the course assignments will be combined to create a policy analysis report. The purpose of this assignment is to analyze the extent to which your chosen policy addresses the social justice issue concerning your chosen population and to make recommendations.

    If you need additional support in completing this assignment, it may be useful to consult the following:

    ·
    [Evidence and APA](https://lat.strategiced.com/redirect?linkid=1540).

    ·
    [How Do I Find Peer-Reviewed Articles?](https://lat.strategiced.com/redirect?linkid=1650)

    ·
    [What Is Scholarly?](https://lat.strategiced.com/redirect?linkid=2951)

    · NASW Code of Ethics located on the
    [Assignment Resources](https://capella.alma.exlibrisgroup.com/leganto/public/01CAPELLA_INST/lists/2629702320006731?auth=SAML&section=2631180150006731) reading list.

    ·
    [Social Work Masters Program (MSW) Library Guide](https://capellauniversity.libguides.com/msw).

    By successfully completing this assignment, you will demonstrate your proficiency in the following CSWE EPAS competencies and practice behaviors:

    · Competency 3: Engage Anti-Racism, Diversity, Equity, and Inclusion (ADEI) in Practice.

    · C3.GP.B: Demonstrate cultural humility by applying critical reflection, self-awareness, and self-regulation to manage the influence of bias, power, privilege, and values in working with clients and constituencies, acknowledging them as experts of their own lived experiences.

    · Related assignment criteria:

    1. Analyze the social justice issue and its connection to the chosen population, including addressing cultural values, privilege, and power.

    2. Analyze the chosen policy and its connection to the social justice problem and the targeted population.

    · Competency 5: Engage in policy practice.

    · C5.GP.A: Use social justice, anti-racist, and anti-oppressive lenses to assess how social welfare policies affect the delivery of and access to social services.

    · Related assignment criteria:

    1. Evaluate the effectiveness of the policy, including addressing issues with policy design, implementation practices, and external constraints that inhibit effectiveness.

    2. Draw conclusions about the continuing effectiveness of the policy.

    3. Analyze the historical issues and context leading up to and including the development of the policy.

    4. Evaluate the feasibility of the policy from political, economic, and administrative perspectives.

    5. Provide recommendations to improve the policy or to replace it with alternative solutions, including a plan for advocacy and implementation.

    **Assignment Instructions**

    As noted above, revise the work you have done in the
    **Policy Selection and Background** (Week 4) and
    **Policy Analysis** (Week 6) assignments to develop a complete analysis. Additionally, this final submission includes recommendations you would make regarding future changes to the policy to improve its effectiveness in addressing the social justice issue for the chosen population.

    For your final version, include the following sections:

    **Introduction**

    **Body of Paper**

    Address the following, based on revising the assignments you submitted previously:

    · Analyze the social justice issue and its connection to the chosen population, addressing cultural values, privilege, and power.

    · Analyze the chosen policy and its connection to the social justice problem and the targeted population.

    · Analyze the historical issues and context leading up to, and including, the development of the policy.

    · Evaluate the effectiveness of the policy, including addressing issues with policy design, implementation practices, and external constraints that inhibit effectiveness.

    · Evaluate the feasibility of the policy from political, economic, and administrative perspectives.

    **Conclusion**

    · Provide a brief summary of the current state of the policy's implementation in regard to the chosen social justice issue and target population.

    · Draw conclusions based on your analysis about the continuing effectiveness of the policy. What have been the policy's strengths and weaknesses, and how might these look going forward? Cite specific examples to support your analysis.

    **Recommendations**

    · Provide recommendations to improve the policy or to replace it with alternative solutions, including a plan for how you will advocate for these changes. Should the policy be replaced, modified, or extended upon?

    · Justify your recommendations for new policies or revisions with a detailed rationale.

    · Describe how the new or revised policy for the chosen population will be implemented into policy planning and action.

    **Guidelines**

    Review the
    **Policy Analysis and Recommendations** rubric for information on how your work will be graded.

    **Additional Requirements**

    The assignment you submit is expected to meet the following requirements:

    ·
    **Written communication:** Written communication is free of errors that detract from the overall message.

    ·
    **APA formatting:** Resources and citations are formatted according to current APA style and formatting standards.

    ·
    **Parts of the paper:** Include a title page, table of contents, body of paper, references, and running headers.

    ·
    **Cited resources:** A minimum of eight scholarly sources. Most literature cited should be current, with publication dates within the past five years.

    ·
    **Length of paper:** 12–16 typed, double-spaced pages.

    ·
    **Font and font size:** Times New Roman, 12 point.

    ·
    **Due date:** Assignment must be submitted to your instructor in the courseroom no later than Sunday, 11:59 p.m. CST, this week.

    **Competencies Measured**

    By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and rubric criteria:

    · Competency 1: Use social justice, anti-racist, and anti-oppressive lenses to assess how social welfare policies affect the delivery of and access to social services. (C5.GP.A)

    · Evaluate the effectiveness of the policy, including addressing issues with policy design, implementation practices, and external constraints that inhibit effectiveness. (C5.GP.A)

    · Evaluate the feasibility of the policy from political, economic, and administrative perspectives. (C5.GP.A)

    · Draw conclusions about the continuing effectiveness of the policy. (C5.GP.A)

    · Provide recommendations to improve the policy or to replace it with alternative solutions, including a plan for advocacy and implementation. (C5.GP.A)

    · Competency 2: Demonstrate cultural humility by applying critical reflection, self-awareness, and self-regulation to manage the influence of bias, power, privilege, and values in working with clients and constituencies, acknowledging them as experts of their own lived experiences. (C3.GP.B)

    · Analyze the social justice issue and its connection to the chosen population, including addressing cultural values, privilege, and power. (C3.GP.B)

    · Analyze the chosen policy and its connection to the social justice problem and the targeted population. (C3.GP.B)

    · Analyze the historical issues and context leading up to and including the development of the policy. (C5.GP.A)

    · Competency 3: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the social work profession.

    · Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the social work profession, referencing at least eight scholarly sources.

    **## PolicySelectionandBackgroundpaper.docx**

    2

    **Policy Selection and Background**

    Taliegha Carter

    Capella University

    SWK5002

    Prof. Katti Carlson

    8/9/26

    **Policy Selection and Background**

    Disparities in health remain one of the most crucial issues related to social justice in the USA. Poor people and racial minorities continue to have difficulties in accessing high-quality services that can be afforded. Therefore, the members of these disadvantaged communities experience worse health conditions and increased risks of chronic diseases as well as mortality compared to other citizens. There exist several reasons for such an inequality, such as poverty, racism, insufficient health insurance, discrimination, and access barriers. Social work practitioners have an important role in advocating for the implementation of appropriate policies. One of them is the Affordable Care Act. The present paper focuses on the analysis of this policy and its impact on health disparities. This paper provides an analysis of this act by considering its goals, services, relation to health inequities, history, and influence of historical factors on the act.

    **Purpose of the Affordable Care Act**

    Affordable Care Act (ACA) became a law in 2010 and was enacted with the objective of making health care accessible and affordable in the US. Prior to the ACA, there were many people in America who lacked health insurance due to its costly nature and availability issues (Ortaliza et al., 2024). Moreover, insurance companies had the option of denying health insurance to individuals with preexisting medical conditions as well as charging them high rates of premiums. These barriers delayed medical treatment and contributed to poorer health outcomes, especially among low-income individuals and racial and ethnic minority populations.

    The ACA was designed to increase health insurance coverage while improving the quality of healthcare services. One of its primary goals was to reduce financial barriers that prevented individuals from seeking medical care (Ortaliza et al., 2024). The law expanded Medicaid eligibility in participating states, created Health Insurance Marketplaces that provide subsidized insurance plans, and prohibited insurance companies from denying coverage because of pre-existing conditions. The ACA also requires most health plans to cover preventive services such as vaccinations, cancer screenings, annual wellness visits, and prenatal care without additional out-of-pocket costs. These reforms encourage early diagnosis, disease prevention, and better management of chronic illnesses.

    **Programs and Services Provided Through the Affordable Care Act**

    The Affordable Care Act established a handful of initiatives designed to enhance health services to underserved groups. The most pivotal policy is Medicaid expansion, which offers health coverage to adults whose income is less than or equal to 138 percent of the federal poverty level (KFF, 2025). This program is largely for adults who have previously made too much to be eligible for Medicaid but were unable to afford a private health insurance plan.

    The other major program is the Health Insurance Marketplace. Individuals and families can afford private insurance coverage using premium tax credits and cost-sharing reductions. These subsidies have made health insurance more affordable for millions of Americans (McGough et al., 2026).

    The ACA also increased preventive health care benefits, forcing most health care insurance plans to cover preventive care services such as cancer screenings and immunizations, annual physical exams, prenatal care, counseling, and health screenings without imposing any added costs on the patient. These services identify health conditions at the earliest opportunity and enhance long-term health results.

    The law also bolstered Community Health Centers, offering a comprehensive suite of medical, behavioral health, dental, pharmacy, and other services in underserved neighborhoods. These facilities treat many patients who lack the financial means, and racial and ethnic minority populations who may or may not be able to pay. The ACA also added more mothers to receive health care, behavioral and mental health care and treatment, and more affordable access to prescription drugs. These initiatives enhance access to health care and health management of chronic conditions.

    **Connection Between the Affordable Care Act and Health Inequities**

    Health inequities have affected low-income communities and people of color for many years. Diabetes, hypertension, heart disease, and maternal mortality are more common in these populations than in wealthier populations, and preventable hospitalizations are higher in these populations. Poor health transitions are tightly related to poverty, limited insurance, limited provider availability, transportation, social inequities (discrimination), and more.

    The Affordable Care Act takes steps to remove many of these obstacles by increasing access and coverage of health services. People with insurance are more likely to get preventive care, regular medical checkups, and are also more likely to obtain prescription drugs and medical care for chronic diseases. Earlier diagnosis and treatment lead to better health outcomes and a decrease in unnecessary hospitalizations.

    The ACA has been shown to promote higher enrollment of adults in Medicaid and more access to primary care among the uninsured population since its enactment (Olateju et al., 2024). The coverage for many racial and ethnic minorities has also improved with insurance coverage. However, disparities remain because Medicaid expansion is optional for states, leaving many low-income adults without affordable coverage in states that chose not to expand the program.

    **Historical Issues and Context That Led to Policy Development**

    Health inequities have affected the United States for many decades. Structural racism, poverty, residential segregation, unequal employment opportunities, and limited access to healthcare have contributed to persistent disparities. Before the Affordable Care Act (ACA), millions of Americans lacked health insurance because private coverage was expensive or unavailable through employers. Insurance companies could also deny coverage to individuals with pre-existing medical conditions. These barriers limited access to preventive care and treatment, particularly for low-income communities and people of color. As a result, these populations experienced higher rates of chronic disease, preventable hospitalizations, and premature death.

    Growing concerns about rising healthcare costs and the increasing number of uninsured Americans led Congress to pursue comprehensive healthcare reform. During the administration of President Barack Obama, lawmakers introduced the Affordable Care Act to expand health insurance coverage and improve healthcare access. Congressional leaders, including Speaker of the House Nancy Pelosi and Senate Majority Leader Harry Reid, played key roles in advancing the legislation.

    The ACA received strong political support from Democratic lawmakers but significant opposition from most Republican legislators. The Senate approved the bill by a vote of 60 to 39 in December 2009. The House of Representatives passed the legislation by a vote of 219 to 212 on March 21, 2010. President Obama signed the ACA into law on March 23, 2010. The legislation became the largest healthcare reform enacted in the United States since Medicare and Medicaid were established in 1965.

    **Impact of Historical Influences on Policy Implementation**

    Factors such as historical, political, and economic factors have continued to affect the implementation of the Affordable Care Act. The expansion of Medicaid has resulted in the provision of health insurance to many Americans. Health insurance has been able to increase access to preventive services, primary care, maternal health services, behavioral health services, and management of chronic diseases. These improvements have contributed to better health outcomes and earlier treatment for many individuals.

    Despite these successes, implementation remains uneven across the United States. Residents of states that did not expand Medicaid often experience coverage gaps because they earn too much to qualify for traditional Medicaid but too little to receive Marketplace subsidies. This situation disproportionately affects low-income communities and communities of color, limiting the ACA's ability to reduce healthcare disparities nationwide.

    Health inequities are also influenced by factors beyond insurance coverage. Many underserved communities continue to experience shortages of healthcare providers, hospitals, and behavioral health services. Transportation barriers, language differences, housing instability, and discrimination within healthcare settings further reduce access to quality care. These challenges demonstrate that expanding insurance coverage alone cannot eliminate health disparities.

    **Conclusion**

    The Affordable Care Act has significantly improved healthcare access for low-income communities and people of color by expanding insurance coverage, increasing preventive services, and strengthening consumer protections. These reforms have reduced financial barriers and improved the management of chronic diseases for many vulnerable populations. However, health inequities continue because of unequal Medicaid expansion, provider shortages, structural racism, transportation barriers, and other social determinants of health. Addressing these challenges requires continued policy reform and stronger collaboration among healthcare providers, policymakers, and community organizations. Social workers have an essential role in advocating for equitable healthcare policies, reducing systemic barriers, and promoting health equity for underserved populations across the United States.

    **References**

    Fein, E. C., Gilmour, J., Machin, T., & Hendry, L. (2022). Section 3.3: Independent T-test assumptions, interpretation, and write up.
    _Usq.Pressbooks.Pub_. https://usq.pressbooks.pub/statisticsforresearchstudents/chapter/independent-t-test-assumptions/

    Fitriasari, N., Prayitno, H., Puspandari, D. A., & Utarini, A. (2025). Factors influencing cost awareness in hospitals: A scoping review.
    _BMC Health Services Research_,
    _25_(1), 1570–1570. https://doi.org/10.1186/s12913-025-13476-0

    KFF. (2025). Status of State Medicaid Expansion Decisions | KFF. In
    _KFF_. https://www.kff.org/medicaid/status-of-state-medicaid-expansion-decisions/

    Martha, D. S., & Martha, N. P. (2024). The importance of statistics in medical healthcare.
    _International Journal for Research in Applied Science and Engineering Technology_,
    _12_(8), 303–304. https://doi.org/10.22214/ijraset.2024.63920

    McGough, M., Ortaliza, J., Lo, J., & Cox, C. (2026). Marketplace consumers just over the “subsidy cliff” made uP 3% of sign-ups but 27% of the drop in ACA marketplace coverage from 2025. In
    _KFF_. https://www.kff.org/affordable-care-act/what-we-know-so-far-about-2026-aca-marketplace-enrollment-premiums-and-deductibles/

    Olateju, O. A., Shen, C., & Thornton, J. D. (2024). The affordable care act and income-based disparities in healthcare coverage and spending among non-elderly adults with cancer.
    _Health Affairs Scholar_,
    _2_(5). https://doi.org/10.1093/haschl/qxae050

    Ortaliza, J., McGough, M., & Cox, C. (2024). The affordable care act 101 | KFF. In
    _KFF_. https://www.kff.org/affordable-care-act/health-policy-101-the-affordable-care-act/

    **PolicyAnalysispaper.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/policyanalysispaper-docx-10594491)

    **## PolicyAnalysisandRecommendationInstructions.docx**

    **Assignment Description**

    This is the final assignment for the course. Part of this assignment is a compilation of all previous assignments, revised according to your instructor's feedback. All the course assignments will be combined to create a policy analysis report. The purpose of this assignment is to analyze the extent to which your chosen policy addresses the social justice issue concerning your chosen population and to make recommendations.

    If you need additional support in completing this assignment, it may be useful to consult the following:

    ·
    [Evidence and APA](https://lat.strategiced.com/redirect?linkid=1540).

    ·
    [How Do I Find Peer-Reviewed Articles?](https://lat.strategiced.com/redirect?linkid=1650)

    ·
    [What Is Scholarly?](https://lat.strategiced.com/redirect?linkid=2951)

    · NASW Code of Ethics located on the
    [Assignment Resources](https://capella.alma.exlibrisgroup.com/leganto/public/01CAPELLA_INST/lists/2629702320006731?auth=SAML&section=2631180150006731) reading list.

    ·
    [Social Work Masters Program (MSW) Library Guide](https://capellauniversity.libguides.com/msw).

    By successfully completing this assignment, you will demonstrate your proficiency in the following CSWE EPAS competencies and practice behaviors:

    · Competency 3: Engage Anti-Racism, Diversity, Equity, and Inclusion (ADEI) in Practice.

    · C3.GP.B: Demonstrate cultural humility by applying critical reflection, self-awareness, and self-regulation to manage the influence of bias, power, privilege, and values in working with clients and constituencies, acknowledging them as experts of their own lived experiences.

    · Related assignment criteria:

    1. Analyze the social justice issue and its connection to the chosen population, including addressing cultural values, privilege, and power.

    2. Analyze the chosen policy and its connection to the social justice problem and the targeted population.

    · Competency 5: Engage in policy practice.

    · C5.GP.A: Use social justice, anti-racist, and anti-oppressive lenses to assess how social welfare policies affect the delivery of and access to social services.

    · Related assignment criteria:

    1. Evaluate the effectiveness of the policy, including addressing issues with policy design, implementation practices, and external constraints that inhibit effectiveness.

    2. Draw conclusions about the continuing effectiveness of the policy.

    3. Analyze the historical issues and context leading up to and including the development of the policy.

    4. Evaluate the feasibility of the policy from political, economic, and administrative perspectives.

    5. Provide recommendations to improve the policy or to replace it with alternative solutions, including a plan for advocacy and implementation.

    **Assignment Instructions**

    As noted above, revise the work you have done in the
    **Policy Selection and Background** (Week 4) and
    **Policy Analysis** (Week 6) assignments to develop a complete analysis. Additionally, this final submission includes recommendations you would make regarding future changes to the policy to improve its effectiveness in addressing the social justice issue for the chosen population.

    For your final version, include the following sections:

    **Introduction**

    **Body of Paper**

    Address the following, based on revising the assignments you submitted previously:

    · Analyze the social justice issue and its connection to the chosen population, addressing cultural values, privilege, and power.

    · Analyze the chosen policy and its connection to the social justice problem and the targeted population.

    · Analyze the historical issues and context leading up to, and including, the development of the policy.

    · Evaluate the effectiveness of the policy, including addressing issues with policy design, implementation practices, and external constraints that inhibit effectiveness.

    · Evaluate the feasibility of the policy from political, economic, and administrative perspectives.

    **Conclusion**

    · Provide a brief summary of the current state of the policy's implementation in regard to the chosen social justice issue and target population.

    · Draw conclusions based on your analysis about the continuing effectiveness of the policy. What have been the policy's strengths and weaknesses, and how might these look going forward? Cite specific examples to support your analysis.

    **Recommendations**

    · Provide recommendations to improve the policy or to replace it with alternative solutions, including a plan for how you will advocate for these changes. Should the policy be replaced, modified, or extended upon?

    · Justify your recommendations for new policies or revisions with a detailed rationale.

    · Describe how the new or revised policy for the chosen population will be implemented into policy planning and action.

    **Guidelines**

    Review the
    **Policy Analysis and Recommendations** rubric for information on how your work will be graded.

    **Additional Requirements**

    The assignment you submit is expected to meet the following requirements:

    ·
    **Written communication:** Written communication is free of errors that detract from the overall message.

    ·
    **APA formatting:** Resources and citations are formatted according to current APA style and formatting standards.

    ·
    **Parts of the paper:** Include a title page, table of contents, body of paper, references, and running headers.

    ·
    **Cited resources:** A minimum of eight scholarly sources. Most literature cited should be current, with publication dates within the past five years.

    ·
    **Length of paper:** 12–16 typed, double-spaced pages.

    ·
    **Font and font size:** Times New Roman, 12 point.

    ·
    **Due date:** Assignment must be submitted to your instructor in the courseroom no later than Sunday, 11:59 p.m. CST, this week.

    **Competencies Measured**

    By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and rubric criteria:

    · Competency 1: Use social justice, anti-racist, and anti-oppressive lenses to assess how social welfare policies affect the delivery of and access to social services. (C5.GP.A)

    · Evaluate the effectiveness of the policy, including addressing issues with policy design, implementation practices, and external constraints that inhibit effectiveness. (C5.GP.A)

    · Evaluate the feasibility of the policy from political, economic, and administrative perspectives. (C5.GP.A)

    · Draw conclusions about the continuing effectiveness of the policy. (C5.GP.A)

    · Provide recommendations to improve the policy or to replace it with alternative solutions, including a plan for advocacy and implementation. (C5.GP.A)

    · Competency 2: Demonstrate cultural humility by applying critical reflection, self-awareness, and self-regulation to manage the influence of bias, power, privilege, and values in working with clients and constituencies, acknowledging them as experts of their own lived experiences. (C3.GP.B)

    · Analyze the social justice issue and its connection to the chosen population, including addressing cultural values, privilege, and power. (C3.GP.B)

    · Analyze the chosen policy and its connection to the social justice problem and the targeted population. (C3.GP.B)

    · Analyze the historical issues and context leading up to and including the development of the policy. (C5.GP.A)

    · Competency 3: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the social work profession.

    · Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the social work profession, referencing at least eight scholarly sources.

    **## PolicySelectionandBackgroundpaper.docx**

    2

    **Policy Selection and Background**

    Taliegha Carter

    Capella University

    SWK5002

    Prof. Katti Carlson

    8/9/26

    **Policy Selection and Background**

    Disparities in health remain one of the most crucial issues related to social justice in the USA. Poor people and racial minorities continue to have difficulties in accessing high-quality services that can be afforded. Therefore, the members of these disadvantaged communities experience worse health conditions and increased risks of chronic diseases as well as mortality compared to other citizens. There exist several reasons for such an inequality, such as poverty, racism, insufficient health insurance, discrimination, and access barriers. Social work practitioners have an important role in advocating for the implementation of appropriate policies. One of them is the Affordable Care Act. The present paper focuses on the analysis of this policy and its impact on health disparities. This paper provides an analysis of this act by considering its goals, services, relation to health inequities, history, and influence of historical factors on the act.

    **Purpose of the Affordable Care Act**

    Affordable Care Act (ACA) became a law in 2010 and was enacted with the objective of making health care accessible and affordable in the US. Prior to the ACA, there were many people in America who lacked health insurance due to its costly nature and availability issues (Ortaliza et al., 2024). Moreover, insurance companies had the option of denying health insurance to individuals with preexisting medical conditions as well as charging them high rates of premiums. These barriers delayed medical treatment and contributed to poorer health outcomes, especially among low-income individuals and racial and ethnic minority populations.

    The ACA was designed to increase health insurance coverage while improving the quality of healthcare services. One of its primary goals was to reduce financial barriers that prevented individuals from seeking medical care (Ortaliza et al., 2024). The law expanded Medicaid eligibility in participating states, created Health Insurance Marketplaces that provide subsidized insurance plans, and prohibited insurance companies from denying coverage because of pre-existing conditions. The ACA also requires most health plans to cover preventive services such as vaccinations, cancer screenings, annual wellness visits, and prenatal care without additional out-of-pocket costs. These reforms encourage early diagnosis, disease prevention, and better management of chronic illnesses.

    **Programs and Services Provided Through the Affordable Care Act**

    The Affordable Care Act established a handful of initiatives designed to enhance health services to underserved groups. The most pivotal policy is Medicaid expansion, which offers health coverage to adults whose income is less than or equal to 138 percent of the federal poverty level (KFF, 2025). This program is largely for adults who have previously made too much to be eligible for Medicaid but were unable to afford a private health insurance plan.

    The other major program is the Health Insurance Marketplace. Individuals and families can afford private insurance coverage using premium tax credits and cost-sharing reductions. These subsidies have made health insurance more affordable for millions of Americans (McGough et al., 2026).

    The ACA also increased preventive health care benefits, forcing most health care insurance plans to cover preventive care services such as cancer screenings and immunizations, annual physical exams, prenatal care, counseling, and health screenings without imposing any added costs on the patient. These services identify health conditions at the earliest opportunity and enhance long-term health results.

    The law also bolstered Community Health Centers, offering a comprehensive suite of medical, behavioral health, dental, pharmacy, and other services in underserved neighborhoods. These facilities treat many patients who lack the financial means, and racial and ethnic minority populations who may or may not be able to pay. The ACA also added more mothers to receive health care, behavioral and mental health care and treatment, and more affordable access to prescription drugs. These initiatives enhance access to health care and health management of chronic conditions.

    **Connection Between the Affordable Care Act and Health Inequities**

    Health inequities have affected low-income communities and people of color for many years. Diabetes, hypertension, heart disease, and maternal mortality are more common in these populations than in wealthier populations, and preventable hospitalizations are higher in these populations. Poor health transitions are tightly related to poverty, limited insurance, limited provider availability, transportation, social inequities (discrimination), and more.

    The Affordable Care Act takes steps to remove many of these obstacles by increasing access and coverage of health services. People with insurance are more likely to get preventive care, regular medical checkups, and are also more likely to obtain prescription drugs and medical care for chronic diseases. Earlier diagnosis and treatment lead to better health outcomes and a decrease in unnecessary hospitalizations.

    The ACA has been shown to promote higher enrollment of adults in Medicaid and more access to primary care among the uninsured population since its enactment (Olateju et al., 2024). The coverage for many racial and ethnic minorities has also improved with insurance coverage. However, disparities remain because Medicaid expansion is optional for states, leaving many low-income adults without affordable coverage in states that chose not to expand the program.

    **Historical Issues and Context That Led to Policy Development**

    Health inequities have affected the United States for many decades. Structural racism, poverty, residential segregation, unequal employment opportunities, and limited access to healthcare have contributed to persistent disparities. Before the Affordable Care Act (ACA), millions of Americans lacked health insurance because private coverage was expensive or unavailable through employers. Insurance companies could also deny coverage to individuals with pre-existing medical conditions. These barriers limited access to preventive care and treatment, particularly for low-income communities and people of color. As a result, these populations experienced higher rates of chronic disease, preventable hospitalizations, and premature death.

    Growing concerns about rising healthcare costs and the increasing number of uninsured Americans led Congress to pursue comprehensive healthcare reform. During the administration of President Barack Obama, lawmakers introduced the Affordable Care Act to expand health insurance coverage and improve healthcare access. Congressional leaders, including Speaker of the House Nancy Pelosi and Senate Majority Leader Harry Reid, played key roles in advancing the legislation.

    The ACA received strong political support from Democratic lawmakers but significant opposition from most Republican legislators. The Senate approved the bill by a vote of 60 to 39 in December 2009. The House of Representatives passed the legislation by a vote of 219 to 212 on March 21, 2010. President Obama signed the ACA into law on March 23, 2010. The legislation became the largest healthcare reform enacted in the United States since Medicare and Medicaid were established in 1965.

    **Impact of Historical Influences on Policy Implementation**

    Factors such as historical, political, and economic factors have continued to affect the implementation of the Affordable Care Act. The expansion of Medicaid has resulted in the provision of health insurance to many Americans. Health insurance has been able to increase access to preventive services, primary care, maternal health services, behavioral health services, and management of chronic diseases. These improvements have contributed to better health outcomes and earlier treatment for many individuals.

    Despite these successes, implementation remains uneven across the United States. Residents of states that did not expand Medicaid often experience coverage gaps because they earn too much to qualify for traditional Medicaid but too little to receive Marketplace subsidies. This situation disproportionately affects low-income communities and communities of color, limiting the ACA's ability to reduce healthcare disparities nationwide.

    Health inequities are also influenced by factors beyond insurance coverage. Many underserved communities continue to experience shortages of healthcare providers, hospitals, and behavioral health services. Transportation barriers, language differences, housing instability, and discrimination within healthcare settings further reduce access to quality care. These challenges demonstrate that expanding insurance coverage alone cannot eliminate health disparities.

    **Conclusion**

    The Affordable Care Act has significantly improved healthcare access for low-income communities and people of color by expanding insurance coverage, increasing preventive services, and strengthening consumer protections. These reforms have reduced financial barriers and improved the management of chronic diseases for many vulnerable populations. However, health inequities continue because of unequal Medicaid expansion, provider shortages, structural racism, transportation barriers, and other social determinants of health. Addressing these challenges requires continued policy reform and stronger collaboration among healthcare providers, policymakers, and community organizations. Social workers have an essential role in advocating for equitable healthcare policies, reducing systemic barriers, and promoting health equity for underserved populations across the United States.

    **References**

    Fein, E. C., Gilmour, J., Machin, T., & Hendry, L. (2022). Section 3.3: Independent T-test assumptions, interpretation, and write up.
    _Usq.Pressbooks.Pub_. https://usq.pressbooks.pub/statisticsforresearchstudents/chapter/independent-t-test-assumptions/

    Fitriasari, N., Prayitno, H., Puspandari, D. A., & Utarini, A. (2025). Factors influencing cost awareness in hospitals: A scoping review.
    _BMC Health Services Research_,
    _25_(1), 1570–1570. https://doi.org/10.1186/s12913-025-13476-0

    KFF. (2025). Status of State Medicaid Expansion Decisions | KFF. In
    _KFF_. https://www.kff.org/medicaid/status-of-state-medicaid-expansion-decisions/

    Martha, D. S., & Martha, N. P. (2024). The importance of statistics in medical healthcare.
    _International Journal for Research in Applied Science and Engineering Technology_,
    _12_(8), 303–304. https://doi.org/10.22214/ijraset.2024.63920

    McGough, M., Ortaliza, J., Lo, J., & Cox, C. (2026). Marketplace consumers just over the “subsidy cliff” made uP 3% of sign-ups but 27% of the drop in ACA marketplace coverage from 2025. In
    _KFF_. https://www.kff.org/affordable-care-act/what-we-know-so-far-about-2026-aca-marketplace-enrollment-premiums-and-deductibles/

    Olateju, O. A., Shen, C., & Thornton, J. D. (2024). The affordable care act and income-based disparities in healthcare coverage and spending among non-elderly adults with cancer.
    _Health Affairs Scholar_,
    _2_(5). https://doi.org/10.1093/haschl/qxae050

    Ortaliza, J., McGough, M., & Cox, C. (2024). The affordable care act 101 | KFF. In
    _KFF_. https://www.kff.org/affordable-care-act/health-policy-101-the-affordable-care-act/

    **PolicyAnalysispaper.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/policyanalysispaper-docx-10594491)

  • [Solved] Week 5 Discussion: Chapter 6 Person-Based Structures

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    Discussion Assignment: Benefits and Retention Employee benefits are not one-size-fits-all. A strong benefits package should reflect employee needs, the organization’s goals, and what competing employers offer. Initial Post Complete the following scenarios and respond to the questions. Support your i…

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    Discussion Assignment: Benefits and Retention

    Employee benefits are not one-size-fits-all. A strong benefits package should reflect employee needs, the organization’s goals, and what competing employers offer.

    Initial Post

    Complete the following scenarios and respond to the questions. Support your ideas with course material and at least one credible source.

    1. Designing Benefits for the Workforce

    You manage benefits for a 600-person company in Syracuse, New York. The average employee is 43 years old, 88% of the workforce is male, turnover is low, and local job opportunities are limited.

    How should these workforce and labor-market factors shape the benefits package?

    Which benefits would likely matter most to employees?

    What additional information would you collect before making changes?

    2. Why Are Benefits So Expensive?

    Lawson Chemical spends 38% of payroll on benefits, while the local average is 31%. The VP of HR wants an explanation.

    What are some reasonable reasons Lawson’s benefits costs may be higher?

    When could a higher-cost benefits package be a competitive advantage?

    What should HR review before deciding to cut costs?

    3. Student-Loan Repayment Benefits

    Review the assigned article on student-loan repayment assistance.

    What are the advantages and disadvantages of this benefit for both employees and employers?

    How could an organization design the program so that it is fair, useful, and financially sustainable?

    Would this benefit affect your decision to accept or stay in a job? Why or why not?

    Student-loan repayment assistance can help employers differentiate their benefits package and may support recruitment and retention, but its value depends on the needs of the workforce. SHRM reported that about 9% of organizations offered this benefit in 2024.shrm

    4. Turnover Among New Employees

    Krinkle Forms has high turnover among employees with zero to two years of service.

    Before blaming benefits, what information should HR examine?

    How might benefits such as vesting schedules, paid time off, holidays, or life insurance influence new-employee retention?

    What other strategies could help employees stay beyond their first two years?

    – a month ago

  • [Solved] hbd

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    https://www.youtube.com/watch?v=yaQZFhrW0fU&t=81s Please submit your Make Your Speech in 500 – 1000 words not using citations but your own ideas. – a month ago

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    https://www.youtube.com/watch?v=yaQZFhrW0fU&t=81s

    Please submit your Make Your Speech in 500 – 1000 words not using citations but your own ideas.

    – a month ago

  • [Solved] Forecasting and Capacity Management Using AI

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    What ideas I can write about forecasting and capacity management using AI with using the company HII Newport News shipbuilding? – [\ \ Selectacompanypaper.docx](https://www.sweetstudy.com/files/selectacompanypaper-docx "Selectacompanypaper.docx") – a month ago

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    What ideas I can write about forecasting and capacity management using AI with using the company HII Newport News shipbuilding?

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  • [Solved] Course Project: Supply Chain Product/Service Plan Part 1

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    How can I start a supply chain product service plan using grocery distribution? – a month ago **files (1)** – ## CourseProjectPart1.docx **## CourseProjectPart1.docx** The objective of the Course Project is to provide the opportunity for students to select and focus on a product or service in an are…

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    How can I start a supply chain product service plan using grocery distribution?

    – a month ago

    **files (1)**

    – ## CourseProjectPart1.docx

    **## CourseProjectPart1.docx**

    The objective of the Course Project is to provide the opportunity for students to select and focus on a product or service in an area they can directly apply to their professional endeavors.

    Students will demonstrate their knowledge and skills in Part 1, Part 2, and Part 3 of this Course Project. For example, students can develop a holistic supply chain process for a product or service that can be used to guide a supply chain process. This would include an understanding of supply chain risk with appropriate mitigation.

    **Course Project: Supply Chain Product/Service Plan Part 1: Develop a Forecasting, Capacity, and Sales and Operations Plan**

    · Describe the specific product or service. Explain the primary function of the product or service. Describe any other information you believe is critical to an understanding of the product or service supply chain.

    · Describe the operations and supply process (planning, sourcing, making, delivering, and returning).

    · Describe any current issues (coordinating relationships, optimization, customer touch points, and senior management awareness).

    · Using some (not all) competitive dimensions, detail the link to the supply chain

    · What are some trade-off considerations, and how do these trade-offs link to supply risk?

    · What type of forecasting models would be the most appropriate and why?

    · How would the forecasting models selected be validated and kept current?

    · Develop all three dimensions (short, intermediate, and long) of a capacity plan.

    Guidelines for the Supply Chain Plan Part 1 assignment are as follows.

    · It should be a 5-page written paper (double spaced), Times New Roman, and 10 font.

    · Directly apply the concepts of Modules 1 and 2 to your selected product or service.

    · Each weighted section should be a minimum of one (1) full page of written content.

    · See the table below for section details.

    | | | |
    | — | — | — |
    | **Section** | **Areas to be Addressed** | **Weight %** |
    | Title Page (Week 1) | · Paper title<br>· Name<br>· DeVry e-mail address<br>· Do NOT list any personal information (i.e., phone number, address, et al.). | 0% |
    | Description of the selected product or service (Week 1) | · Describe the specific product or service.<br>· Describe the primary function of the product or service.<br>· Describe any other information you believe is critical to an understanding of the product or service supply chain. | 20% |
    | Chapter 1 Considerations: Operations and Supply Chain Management (Week 1) | · Describe the operations and supply process (planning, sourcing, making, delivering, and returning).<br>· Describe any current issues (coordinating relationships, optimization, customer touch points, and senior management awareness). | 20% |
    | Chapter 2 Considerations: Strategy and Sustainability (Week 1) | · Using some (not all) competitive dimensions, detail the link to the supply chain.<br>· What are some trade-off considerations, and how do these trade-offs link to supply risk? | 20% |
    | Chapter 3 Considerations: Forecasting (Week 2) | · What type of forecasting models would be the most appropriate and why?<br>· How would the forecasting models selected be validated and kept current? | 20% |
    | Chapter 4 Considerations: Strategic Capacity Management (Week 2) | · Develop all three dimensions (short, intermediate, and long) of a capacity plan. | |

    **## CourseProjectPart1.docx**

    The objective of the Course Project is to provide the opportunity for students to select and focus on a product or service in an area they can directly apply to their professional endeavors.

    Students will demonstrate their knowledge and skills in Part 1, Part 2, and Part 3 of this Course Project. For example, students can develop a holistic supply chain process for a product or service that can be used to guide a supply chain process. This would include an understanding of supply chain risk with appropriate mitigation.

    **Course Project: Supply Chain Product/Service Plan Part 1: Develop a Forecasting, Capacity, and Sales and Operations Plan**

    · Describe the specific product or service. Explain the primary function of the product or service. Describe any other information you believe is critical to an understanding of the product or service supply chain.

    · Describe the operations and supply process (planning, sourcing, making, delivering, and returning).

    · Describe any current issues (coordinating relationships, optimization, customer touch points, and senior management awareness).

    · Using some (not all) competitive dimensions, detail the link to the supply chain

    · What are some trade-off considerations, and how do these trade-offs link to supply risk?

    · What type of forecasting models would be the most appropriate and why?

    · How would the forecasting models selected be validated and kept current?

    · Develop all three dimensions (short, intermediate, and long) of a capacity plan.

    Guidelines for the Supply Chain Plan Part 1 assignment are as follows.

    · It should be a 5-page written paper (double spaced), Times New Roman, and 10 font.

    · Directly apply the concepts of Modules 1 and 2 to your selected product or service.

    · Each weighted section should be a minimum of one (1) full page of written content.

    · See the table below for section details.

    | | | |
    | — | — | — |
    | **Section** | **Areas to be Addressed** | **Weight %** |
    | Title Page (Week 1) | · Paper title<br>· Name<br>· DeVry e-mail address<br>· Do NOT list any personal information (i.e., phone number, address, et al.). | 0% |
    | Description of the selected product or service (Week 1) | · Describe the specific product or service.<br>· Describe the primary function of the product or service.<br>· Describe any other information you believe is critical to an understanding of the product or service supply chain. | 20% |
    | Chapter 1 Considerations: Operations and Supply Chain Management (Week 1) | · Describe the operations and supply process (planning, sourcing, making, delivering, and returning).<br>· Describe any current issues (coordinating relationships, optimization, customer touch points, and senior management awareness). | 20% |
    | Chapter 2 Considerations: Strategy and Sustainability (Week 1) | · Using some (not all) competitive dimensions, detail the link to the supply chain.<br>· What are some trade-off considerations, and how do these trade-offs link to supply risk? | 20% |
    | Chapter 3 Considerations: Forecasting (Week 2) | · What type of forecasting models would be the most appropriate and why?<br>· How would the forecasting models selected be validated and kept current? | 20% |
    | Chapter 4 Considerations: Strategic Capacity Management (Week 2) | · Develop all three dimensions (short, intermediate, and long) of a capacity plan. | |

  • [Solved] Week 6: Discussion: Chapter 7 External Competitiveness The Market

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    Choose two topics and respond. Unions and merit pay Merit pay is intended to reward individual performance and promote equity. Why might unions still oppose merit-pay systems? What concerns might union members have about how performance is measured and rewards are distributed? Public-sector strikes …

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    Choose two topics and respond.

    Unions and merit pay

    Merit pay is intended to reward individual performance and promote equity. Why might unions still oppose merit-pay systems? What concerns might union members have about how performance is measured and rewards are distributed?

    Public-sector strikes

    Many public-sector unions have limited or no right to strike.

    Why might compensation and public funding influence these restrictions?

    How could a public-sector strike affect employees, taxpayers, and the public?

    What alternatives could unions use to negotiate better pay and benefits?

    Knowledge-worker compensation

    Professional and scientific employees are often treated differently from other workers.

    What makes knowledge workers unique?

    Why might employers link their pay to years since completing school?

    Could this practice create reverse age discrimination? Explain your position.

    – a month ago

  • [Solved] Change analysis

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    How to start off on researching the Stepan Company? – a month ago **files (1)** – ## Researchasmalltomid.docx **## Researchasmalltomid.docx** Research a small to mid-size (up to $1 billion in revenue) publicly traded company along with their methods of handling a significant change in the organizati…

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    How to start off on researching the Stepan Company?

    – a month ago

    **files (1)**

    – ## Researchasmalltomid.docx

    **## Researchasmalltomid.docx**

    Research a small to mid-size (up to $1 billion in revenue) publicly traded company along with their methods of handling a significant change in the organization. Analyze and write about images of change in the selected organization in a Change Analysis ‐ Images of Change Paper (include at least four references). This deliverable is due in Week 3.

    · Each deliverable must have 3 to 5 pages not including title or references pages.

    · Each deliverable must have at least four references (peer-reviewed).

    For the Change Analysis – Images of Change paper should focus on evidence demonstrating the following.

    1. How the management of the organizations integrates one or more of the six images of managing change

    2. How effective the change was

    3. What organizational management could have done differently to increase the probability of successfully implementing the strategic change initiative

    **## Researchasmalltomid.docx**

    Research a small to mid-size (up to $1 billion in revenue) publicly traded company along with their methods of handling a significant change in the organization. Analyze and write about images of change in the selected organization in a Change Analysis ‐ Images of Change Paper (include at least four references). This deliverable is due in Week 3.

    · Each deliverable must have 3 to 5 pages not including title or references pages.

    · Each deliverable must have at least four references (peer-reviewed).

    For the Change Analysis – Images of Change paper should focus on evidence demonstrating the following.

    1. How the management of the organizations integrates one or more of the six images of managing change

    2. How effective the change was

    3. What organizational management could have done differently to increase the probability of successfully implementing the strategic change initiative