Describe the events and decisions that occurred in relation to your project, the interactions between team members, and interactions with others.

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Team Process Reflection Paper Instructions

In this paper you will use the concepts you have learned in the textbook Whetten and Cameron to describe and analyze your team’s processes and outcomes. You will need to describe in detail the following:
•how you achieved consensus on the topic;.
•how you determined the tasks and responsibilities;.
•assess the strengths and weaknesses of the team and the reasons behind them;.
•analyze your own behavior with the team, and aspects you would improve about yourself. .
•suggest changes that would improve performance if the team were to continue for another semester, and.
•describe the impact this experience has had on you as a leader and team member. .
•You should reflect on the group assignment results, and the meaning you derive from this example of leadership to your own life. .
•Describe the events and decisions that occurred in relation to your project, the interactions between team members, and interactions with others. .

THE UPS AND DOWNS OF TEAMWORK:
1.Were you interdependent in your tasks? Did one person carry the weight for the group? .
2.Were you inclusive? .
3.How did you organize the work? .
4.What kind of decision – making process did you have? Did you take too long to decide things? Were you to quick to decide and not consider enough alternatives? .
5.Were there aspects of group think in your group? .
6.Was there team problem solving? Did you confront mistakes or lack of follow- through? .
7.Was there a positive relationship between the team’s goals and your personal goals? .
8.Did you make time as a group to reflect upon your process? .

AS A TEAM MEMBER
1.Did you compromise your standards just to get agreement? .
2.Did you feel invited to express your individual creativity? .
3.Did you feel frustrated along the way? Was it possible to discuss this within the group? .
4.Did you evolve as a team member? Were you able to think more deeply about aspects of leadership, given the team experience and the content of your presentation topic?

 

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Review and make corrections on Essay

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This is for a paper that is already written, all it needs is corrections in bluebook format including footnotes.
I do NOT need a new paper, just corrections to the bluebook format.
Please review the already written essay attached and make sure that it is in proper bluebook format, including intext citation and reference pages. Make any changes to fit the rubric and directions.
Finally, a few other points:
1. Grade: The grading rubric for each section of your paper is highlighted above (in yellow). As you can see, 50% of your paper is the argument section, which is why I say it is your main focus.
2. References/Proper Use of the Bluebook (10%): You must use a minimum of 15 scholarly references that will be footnoted (per the Bluebook) on the page where you use the reference. Please use primary resources (e.g., the Constitution, statutes, case law) and high quality secondary resources (e.g., legislative history, peer-reviewed academic reference material like law review articles).
3. Formatting: Double space your paper and use a 12 point Times New Roman font. Please also provide a reference page that complies with the Bluebook requirements for a Table of Authorities.

 

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Is it ethical to genetically engineer animals?

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“Write an essay (with introduction and conclusion) on the suggested topic.
Your introduction should include the thesis statement – main idea of the paper (here is more detailed explanation – https://essayshark.com/blog/how-to-write-a-thesis-statement-to-make-it-clear/). Don’t include any new information in the conclusion. It should  restate the thesis statement of the paper.
Support your ideas with relevant arguments and examples (in-text citations). List 2-3 sources in the references. Make sure you stick to a required formatting style. Get benefits of these sources citationmachine.net and easybib.com.
MLA format – https://owl.english.purdue.edu/owl/resource/747/01/ https://owl.purdue.edu/owl/research_and_citation/mla_style/mla_formatting_and_style_guide/mla_in_text_citations_the_basics.html”

The Organizational Reward System and Employee Benefits.

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By February 2004, the strike by Southern California grocery workers against the state’s major supermarket chains was almost 5 months old. Because so many workers were striking (70,000), and because of the issues involved, unions and employers across the country were closely following the negotiations. Indeed, grocery union contracts were set to expire in several cities later in 2004, and many believed the California settlement—assuming one was reached—would set a pattern. The main issue was employee benefits, and specifically how much (if any) of the employees’ health care costs the employees should pay themselves. Based on their existing contract, Southern California grocery workers had unusually good health benefits. For example, they paid nothing toward their health insurance premiums, and paid only $10 co-payments for doctor visits. However, supporting these excellent health benefits cost the big Southern California grocery chains over $4 per hour per worker. The big grocery chains were not proposing cutting health care insurance benefits for their existing employees. Instead, they proposed putting any new employees hired after the new contract went into effect into a separate insurance pool, and contributing $1.35 per hour for their health insurance coverage. That meant new employees’ health insurance would cost each new employee perhaps $10 per week. And, if that $10 per week weren’t enough to cover the cost of health care, then the employees would have to pay more, or do without some of their benefits. It was a difficult situation for all the parties involved. For the grocery chain employers, skyrocketing health care costs were undermining their competitiveness; the current employees feared any step down the slippery slope that might eventually mean cutting their own health benefits. The unions didn’t welcome a situation in which they’d end up representing two classes of employees, one (the existing employees) who had excellent health insurance benefits, and another (newly hired employees) whose benefits were relatively meager, and who might therefore be unhappy from the moment they took their jobs and joined the union.

From the grocery chains’ point of view, what is the downside of having two classes of employees, one of whichhas superior health insurance benefits? How would you suggest they handle the problem?

Please provide a minimum of 500-word paper and two references of your answers in APA format.

 

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