· Develop a personal leadership philosophy and support your ideas with material from this course and outside research.

· Analyze your current leadership skills based on what you have learned in this course

· Identify 1 leadership theory that would be beneficial to your leadership role

. Summarize your understanding of the 1 leadership theory

. Explain how you would apply this theory to make you a more effective leader

. Illustrate 2 positive outcomes that you would expect to occur

· Identify 1 change leadership theory that would be beneficial to your leadership role

. Summarize your understanding of the 1 change leadership theory

. Explain how you would apply this theory to make you a more effective leader

. Illustrate 2 positive outcomes that you would expect to occur

· Develop a personal leadership philosophy and support your ideas with material from this course and outside research.

. Provide an example where your leadership philosophy can be applied to lead an organizational change

. Your leadership philosophy does not have to be any specific leadership model we reviewed. Rather, it should represent your trajectory of leadership as it applies to your career aspirations. Consider your career path and the industry you work (or wish to work in) and determine what leadership skills will be most effective.

. Submit a 6-8 page paper double spaced

. Please provide at least six (6) scholarly references to support your paper.

. All references should be used as in-text citations.

. All work must be completed in APA format.

. A title page and reference page must be included

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Plagiarism free Please! Due Tomorrow 3/10/2019 @ 5:00p.M. 26 Hours From Now.

Assignment 4: Avoiding Wrongful Employee TerminationsDue Week 10 and worth 200 points To be wrongfully terminated is to be fired for an illegal reason, which may involve violation of federal anti-discrimination laws or a contractual breach. The legal standards governing termination differ substantially depending on whether private-sector and nonunion employees or public-sector and unionized employees are being considered. As the company HR leader, you are accountable to the organization to ensure that all employee terminations are initiated and completed while maintaining strict adherence to current employment laws and EEOC guidelines. Write a five to six (5-6) page paper in which you: Address your understanding of the term constructive discharge (What is it?). Then, identify factors courts might focus on to determine if a claim of constructive discharge exists. How might the organization avoid claims of constructive discharge? HINT: https://employment.findlaw.com/losing-a-job/constructive-dismissal-and-wrongful-termination.html Discuss the differences between “pure employment at-will” and “employment at-will with exceptions.” Do you believe employment at-will is fair? If not, what is an alternative? Briefly describe what is the Montana Wrongful Discharge from Employment Act (WDEA). What do you see as benefits of this act to employees? Employers? Identify and discuss a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally. Go to https://research.strayer.edu to locate at least three (3) quality academic resources in this assignment. Note: Wikipedia and other websites do not qualify as academic resources. Your assignment must follow these formatting requirements:Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are:Develop policies that are compliant with employment laws. Examine methods to assist in avoiding wrongful terminations. Use technology and information resources to research issues in employment law. Write clearly and concisely about employment law using proper writing mechanics.

Name: HRM510 Week 10 Assignment 4: Avoiding Wrongful Employee TerminationsDescription: HRM510 Week 10 Assignment 4: Avoiding Wrongful Employee Terminations

Grid ViewList View Unacceptable 0 – 69% F Fair 70 – 79% C Proficient 80 – 89% B Exemplary 90 – 100% A 1. Address your understanding of the term constructive discharge (What is it?). Then, identify factors courts might focus on to determine if a claim of constructive discharge exists. How might the organization avoid claims of constructive discharge?

15% Points:

Points Range: 0 (0%) – 20.7 (10.35%)

Did not submit or incompletely addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.

Feedback:            Points:         

Points Range: 21 (10.5%) – 23.7 (11.85%)

Partially addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.

Feedback:            Points:         

Points Range: 24 (12%) – 26.7 (13.35%)

Satisfactorily addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.

Feedback:            Points:         

Points Range: 27 (13.5%) – 30 (15%)

Thoroughly addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.

Feedback:      2. Discuss the differences between “pure employment at-will” and “employment at-will with exceptions.” Do you believe employment at-will is fair? If not, what is an alternative?

20% Points:

Points Range: 0 (0%) – 27.6 (13.8%)

Did not submit or incompletely discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair. If not, did not submit or incompletely discussed an alternative.

Feedback:            Points:         

Points Range: 28 (14%) – 31.6 (15.8%)

Partially discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair? If not, partially discussed an alternative.

Feedback:            Points:         

Points Range: 32 (16%) – 35.6 (17.8%)

Satisfactorily discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair? If not, satisfactorily discussed an alternative.

Feedback:            Points:         

Points Range: 36 (18%) – 40 (20%)

Thoroughly discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair? If not, thoroughly discussed an alternative.

Feedback:      3. Briefly describe what is the Montana Wrongful Discharge from Employment Act (WDEA). What do you see as benefits of this act to employees? Employers?

20% Points:

Points Range: 0 (0%) – 27.6 (13.8%)

Did not submit or incompletely briefly described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.

Feedback:            Points:         

Points Range: 28 (14%) – 31.6 (15.8%)

Partially described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.

Feedback:            Points:         

Points Range: 32 (16%) – 35.6 (17.8%)

Satisfactorily described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.

Feedback:            Points:         

Points Range: 36 (18%) – 40 (20%)

Thoroughly described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.

Feedback:      4. Identify and discuss a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.

20% Points:

Points Range: 0 (0%) – 27.6 (13.8%)

Did not submit or incompletely identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.

Feedback:            Points:         

Points Range: 28 (14%) – 31.6 (15.8%)

Partially identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.

Feedback:            Points:         

Points Range: 32 (16%) – 35.6 (17.8%)

Satisfactorily identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.

Feedback:            Points:         

Points Range: 36 (18%) – 40 (20%)

Thoroughly identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.

Feedback:    HRM510-A4-5

1. 3 references

5% Points:

Points Range: 0 (0%) – 6.9 (3.45%)

No references provided.

Feedback:            Points:         

Points Range: 7 (3.5%) – 7.9 (3.95%)

Does not meet the required number of references; some or all references poor quality choices.

Feedback:            Points:         

Points Range: 8 (4%) – 8.9 (4.45%)

Meets number of required references; all references high quality choices.

Feedback:            Points:         

Points Range: 9 (4.5%) – 10 (5%)

Exceeds number of required references; all references high quality choices.

Feedback:    HRM510-A4-6

1. Writing Mechanics, Grammar, and Formatting

5% Points:

Points Range: 0 (0%) – 6.9 (3.45%)

Serious and persistent errors in grammar, spelling, punctuation, or formatting.

Feedback:            Points:         

Points Range: 7 (3.5%) – 7.9 (3.95%)

Partially free of errors in grammar, spelling, punctuation, or formatting.

Feedback:            Points:         

Points Range: 8 (4%) – 8.9 (4.45%)

Mostly free of errors in grammar, spelling, punctuation, or formatting.

Feedback:            Points:         

Points Range: 9 (4.5%) – 10 (5%)

Error free or almost error free grammar, spelling, punctuation, or formatting.

Feedback:    HRM510-A4-7

1. Appropriate use of APA in-text citations and reference Points:

Points Range: 0 (0%) – 6.9 (3.45%)

Lack of in-text citations and / or lack of reference section.

Feedback:            Points:         

Points Range: 7 (3.5%) – 7.9 (3.95%)

In-text citations and references are provided, but they are only partially formatted correctly in APA style.

Feedback:            Points:         

Points Range: 8 (4%) – 8.9 (4.45%)

Most in-text citations and references are provided, and they are generally formatted correctly in APA style.

Feedback:            Points:         

Points Range: 9 (4.5%) – 10 (5%)

In-text citations and references are error free or almost error free and consistently formatted correctly in APA style.

Feedback:    HRM510-A4-8

1. Information Literacy / Integration of Sources

5% Points:

Points Range: 0 (0%) – 6.9 (3.45%)

Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.

Feedback:            Points:         

Points Range: 7 (3.5%) – 7.9 (3.95%)

Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.

Feedback:            Points:         

Points Range: 8 (4%) – 8.9 (4.45%)

Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.

Feedback:            Points:         

Points Range: 9 (4.5%) – 10 (5%)

Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.

Feedback:    HRM510-A4-9

1. Clarity and Coherence of Writing

5% Points:

Points Range: 0 (0%) – 6.9 (3.45%)

Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.

Feedback:            Points:         

Points Range: 7 (3.5%) – 7.9 (3.95%)

Information is partially clear with minimal reasons and evidence that logically support ideas.

Feedback:            Points:         

Points Range: 8 (4%) – 8.9 (4.45%)

Information is mostly clear and generally supported with reasons and evidence that logically support ideas.

Feedback:            Points:         

Points Range: 9 (4.5%) – 10 (5%)

Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

Feedback:    

Show Descriptions Show Feedback

1. Address your understanding of the term constructive discharge (What is it?). Then, identify factors courts might focus on to determine if a claim of constructive discharge exists. How might the organization avoid claims of constructive discharge?

15%–Levels of Achievement: Unacceptable 0 – 69% F 0 (0%) – 20.7 (10.35%)

Did not submit or incompletely addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.

Fair 70 – 79% C 21 (10.5%) – 23.7 (11.85%)

Partially addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.

Proficient 80 – 89% B 24 (12%) – 26.7 (13.35%)

Satisfactorily addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.

Exemplary 90 – 100% A 27 (13.5%) – 30 (15%)

Thoroughly addressed your understanding of the term constructive discharge (What is it?), and identified factors courts might focus on to determine if a claim of constructive discharge exists to include stating how might the organization avoid claims of constructive discharge.Feedback:

1. Discuss the differences between “pure employment at-will” and “employment at-will with exceptions.” Do you believe employment at-will is fair? If not, what is an alternative?

20%–Levels of Achievement: Unacceptable 0 – 69% F 0 (0%) – 27.6 (13.8%)

Did not submit or incompletely discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair. If not, did not submit or incompletely discussed an alternative.

Fair 70 – 79% C 28 (14%) – 31.6 (15.8%)

Partially discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair? If not, partially discussed an alternative.

Proficient 80 – 89% B 32 (16%) – 35.6 (17.8%)

Satisfactorily discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair? If not, satisfactorily discussed an alternative.

Exemplary 90 – 100% A 36 (18%) – 40 (20%)

Thoroughly discussed the differences between “pure employment at-will” and “employment at-will with exceptions” and offered your belief on whether employment at-will is fair? If not, thoroughly discussed an alternative.Feedback:

1. Briefly describe what is the Montana Wrongful Discharge from Employment Act (WDEA). What do you see as benefits of this act to employees? Employers?

20%–Levels of Achievement: Unacceptable 0 – 69% F 0 (0%) – 27.6 (13.8%)

Did not submit or incompletely briefly described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.

Fair 70 – 79% C 28 (14%) – 31.6 (15.8%)

Partially described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.

Proficient 80 – 89% B 32 (16%) – 35.6 (17.8%)

Satisfactorily described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.

Exemplary 90 – 100% A 36 (18%) – 40 (20%)

Thoroughly described what is the Montana Wrongful Discharge from Employment Act (WDEA) and what you see as benefits of this act to employees and employers.Feedback:

1. Identify and discuss a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.

20%–Levels of Achievement: Unacceptable 0 – 69% F 0 (0%) – 27.6 (13.8%)

Did not submit or incompletely identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.

Fair 70 – 79% C 28 (14%) – 31.6 (15.8%)

Partially identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.

Proficient 80 – 89% B 32 (16%) – 35.6 (17.8%)

Satisfactorily identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.

Exemplary 90 – 100% A 36 (18%) – 40 (20%)

Thoroughly identified and discussed a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally.Feedback:

HRM510-A4-5

1. 3 references

5%–Levels of Achievement: Unacceptable 0 – 69% F 0 (0%) – 6.9 (3.45%)

No references provided.

Fair 70 – 79% C 7 (3.5%) – 7.9 (3.95%)

Does not meet the required number of references; some or all references poor quality choices.

Proficient 80 – 89% B 8 (4%) – 8.9 (4.45%)

Meets number of required references; all references high quality choices.

Exemplary 90 – 100% A 9 (4.5%) – 10 (5%)

Exceeds number of required references; all references high quality choices.Feedback:

HRM510-A4-6

1. Writing Mechanics, Grammar, and Formatting

5%–Levels of Achievement: Unacceptable 0 – 69% F 0 (0%) – 6.9 (3.45%)

Serious and persistent errors in grammar, spelling, punctuation, or formatting.

Fair 70 – 79% C 7 (3.5%) – 7.9 (3.95%)

Partially free of errors in grammar, spelling, punctuation, or formatting.

Proficient 80 – 89% B 8 (4%) – 8.9 (4.45%)

Mostly free of errors in grammar, spelling, punctuation, or formatting.

Exemplary 90 – 100% A 9 (4.5%) – 10 (5%)

Error free or almost error free grammar, spelling, punctuation, or formatting.Feedback:

HRM510-A4-7

1. Appropriate use of APA in-text citations and reference–Levels of Achievement: Unacceptable 0 – 69% F 0 (0%) – 6.9 (3.45%)

Lack of in-text citations and / or lack of reference section.

Fair 70 – 79% C 7 (3.5%) – 7.9 (3.95%)

In-text citations and references are provided, but they are only partially formatted correctly in APA style.

Proficient 80 – 89% B 8 (4%) – 8.9 (4.45%)

Most in-text citations and references are provided, and they are generally formatted correctly in APA style.

Exemplary 90 – 100% A 9 (4.5%) – 10 (5%)

In-text citations and references are error free or almost error free and consistently formatted correctly in APA style.Feedback:

HRM510-A4-8

1. Information Literacy / Integration of Sources

5%–Levels of Achievement: Unacceptable 0 – 69% F 0 (0%) – 6.9 (3.45%)

Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.

Fair 70 – 79% C 7 (3.5%) – 7.9 (3.95%)

Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.

Proficient 80 – 89% B 8 (4%) – 8.9 (4.45%)

Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.

Exemplary 90 – 100% A 9 (4.5%) – 10 (5%)

Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.Feedback:

HRM510-A4-9

1. Clarity and Coherence of Writing

5%–Levels of Achievement: Unacceptable 0 – 69% F 0 (0%) – 6.9 (3.45%)

Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.

Fair 70 – 79% C 7 (3.5%) – 7.9 (3.95%)

Information is partially clear with minimal reasons and evidence that logically support ideas.

Proficient 80 – 89% B 8 (4%) – 8.9 (4.45%)

Information is mostly clear and generally supported with reasons and evidence that logically support ideas.

Exemplary 90 – 100% A 9 (4.5%) – 10 (5%)

Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.Feedback:

Name:HRM510 Week 10 Assignment 4: Avoiding Wrongful Employee TerminationsDescription:HRM510 Week 10 Assignment 4: Avoiding Wrongful Employee Terminations

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Using Words Well” Please give answers To The Following:

Your friend posted a message on Instagram that makes extremely rude comments about the president of the United States. In the message, he used profanity and images of animals to get his point and feelings across. In response, thousands of people are making negative comments about his post.

What is it about his tone that caused people to have a negative response to his message?

What advice would you give him to improve his message? Make sure to explain your answer.

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· Summarize the policies that need to be in place and how they would address the issue

Scenario A – Security Incident – Student Handout

Summary:

You are the incident response team for a Health Insurance firm that covers six of the western states of the US including Washington. There are reports and indications of a data breach in which customer data has been compromised.

You will need to complete the following:

Using the methodologies set out in Chapters 6 through 12:

· Summarize the issues that face health insurance companies

· What types of policies are needed?

· What core principles apply here?

· What would be the best framework to use for a health insurance firm?

· What User Domains should there be?

· Be sure to define who the groups are

· What files and folders containing what type of data should they have access to?

· How would you go about implementing the changes?

· Summarize the policies that need to be in place and how they would address the issue

Presentation

This presentation must be supported by the research paper.

Please note the following criteria:

Research paper:

· Research Paper must be in APA Style

· Research Paper must have at least 5 works cited of which 2 must be peer reviewed works/articles (note your book can be included as a reference)

· Must be at least 10 double-spaced pages with standard 1 inch margins.

· 6 – 8 pages of prose

· Limit the number of bulleted lists

· Prose + charts + figures = 10 pages

· Total report should be 10 – 15 pages

Presentation will be 100 points and based on the following:

Completeness of the Topic (Policy, Processes, Action, Conclusion)

Presentation Delivery

Alignment of policy

Paper will be 200 points:

· Meets Standard Criteria

· Completeness/content

· Incident Risk Policy as Attachment

· Logic of Processes and Actions (Thoroughness)

· Alignment of the Incident Risk Policy components in completing and supporting the evaluation

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