Locate the argumentative research outline you started when you outlined your Environmental Scan, Root Cause, and History portions of the paper.Using that same outline that you started, fill in the outline with the content for the Intro, Argument, Counterargument, and Conclusion. This is Sections I, IID-G, IIH, and III on the outline. Choose either the Word Doc version or the Google Doc Version. For the Google Doc Version, click "Make a Copy."The outline should be thorough and should include the evidence from your research articles, cited in proper MLA format.

A.Module 03 Written Assignment - Meeting Agenda You just started a new position at a non-profit organization called Blue Hearts. Your position is a regional business development manager. You were previously in another role in the same organization, so you are privy to the fact that the region you are assigned to has been underperforming for multiple years. It has not met its fundraising goals and because of that, fewer people have been able to benefit from the life-saving services and financial assistance the organization tries to provide to local cancer patients and survivors. A priority for you is to meet with your team. You will sit down with each member and get to know them. This is the first step to building or repairing any relationships amongst the team. During these meetings, you are also trying to determine what motivates each of these individuals and how you can begin to engage them again. Before you meet with each person, you are creating an agenda of your meetings along with talking points. Create an agenda for your meetings with your new employees. You will need to include at least 5 items on the agenda along with talking points for each item. The agenda items include: undefinedIntroductionsYour vision and how they contribute to the mission/vision.Your plans for improving employee engagement, changing the culture within the region, and mending relationships.Discussion about how each are motivated, both intrinsically and extrinsically.Your role as their leader in their happiness, satisfaction, and achieving the missionModule 03 Written Assignment – Meeting Agenda Total Assessment Points: 90 Levels of Achievement Criteria Emerging Limited or developing demonstration of critera. Competence Adequate or basic demonstration of criteria. ProficiencyClear or effective demonstration of criteria. MasteryAdvanced or exceeds demonstration of criteria. Correct Agenda Format (Total Pts 5) Description:Incomplete agenda format used Description: Description: Description:Correct agenda format utilized Points: 1 Points: Points: Points: 5 Introduction (Total Pts 5) Description:Incomplete or confusing introduction Description:Basic introduction provided Description:Detailed introduction provided Description:Exemplary introduction Points: 1 Points: 3 Points: 4 Points: 5 Vision (Total Pts 20) Description:Incomplete or confusing vision and how they contribute to the mission/vision. Description:Fundamental vision and how they contribute to the mission/vision. Description:Thorough vision and how they contribute to the mission/vision. Description:Exemplary vision and how they contribute to the mission/vision. Points: 10 Points: 15 Points: 17 Points: 20 Improving Employee Engagement (Total Pts 20) Description:Incomplete plans for improving employee engagement, changing the culture within the region, and mending relationships. Description:Basic plans for improving employee engagement, changing the culture within the region, and mending relationships. Description:Detailed plans for improving employee engagement, changing the culture within the region, and mending relationships. Description:Excellent plans for improving employee engagement, changing the culture within the region, and mending relationships. Points: 10 Points: 15 Points: 17 Points: 20 Motivation (Total Pts 20) Description:Incomplete explanation of determining how each person is motivated, both intrinsically and extrinsically. Description:Basic explanation of determining how each person is motivated, both intrinsically and extrinsically. Description:Precise explanation of determining how each person is motivated, both intrinsically and extrinsically. Description:Exemplary explanation of determining how each person is motivated, both intrinsically and extrinsically. Points: 10 Points: 15 Points: 17 Points: 20 Role as Leader (Total Pts 20) Description:Incomplete detail provided about role as the leader in employee happiness, satisfaction, and achieving the mission. Description:Basic detail provided about role as the leader in employee happiness, satisfaction, and achieving the mission. Description:Detailed detail provided about role as the leader in employee happiness, satisfaction, and achieving the mission. Description: Excellent detail provided about role as the leader in employee happiness, satisfaction, and achieving the mission. Points: 10 Points: 15 Points: 817 Points: 20 B.Thread:Module 3 DiscussionAuthor: Anay Fuentes Engaged employees are usually the ones who are the most productive, does their job properly and enhances the work experience. Actively disengaged employees don't tend to want to make progress and are burnt-out in their work. They may cause trouble or come off in a weird way. Not engaged employees work on autopilot. There's no passion in their tasks it's just to get by. Every job I have had, I have seen each of these types of people on the job. The engaged members tend motivate the others, or sometimes annoy the more disengaged members. The more engaged people in the team the easier the work load goes by and things run smoothly and on schedule. If there are more and more disengaged or even actively disengaged members, it will become difficult to get productivity and passion out of the work. Even by just raising the 10% not engaged employees to engaged can raise productivity in work. Higher amount of productive workers means the tasks will be done quicker, more efficiently, and with care. And raising that number enhances the other employees and can influence more non engaged employees to become engaged in the future.C.Thread:mod 3 discussionAuthor: Catherine Deranick Engaged employee- someone who is involved with their company and is actively doing their job asigned to them. This person is s is passionate about the work they do. They go above and beyond for their clients/company. Engaged employees These employees have good repore with their ever co-workers and can takle goals while keeping the companys vision in mind. undefined Actively disengaged employee- is an employee who is miserable at work. These workers are constantly trying to compromise what the engaged employees achieve. An actively disengaged employee are discontent and are discouraged.undefined Employees who are not engaged are kind of engaged but its more like they are on autopilot. This kind of employee does not put much effort into their work. They are not emotionally connected to the task at hand.undefined These are the differences between engaged, actively disengaged, and not engaged employees.undefined Now when it comes to the other 10% could they be half and half. Kind of enaged kinda of not. Even if some of them are engaged or happy with their job you can say. This can make a big difference when it comes to survey or satisfaction results.

Scenario: You are the HR manager of a newly established healthcare organization. The board of directors of the organization asks you to prepare a presentation on the required profiles for the following roles: Administrator (i.e., chief executive officer, vice president of nursing or finance, etc.) Physician Registered nurse Nurse's aide Laboratory technician Dietary aide Maintenance professional Tasks: For each role, provide the following information: Educational qualifications required for the role Scope of practice for the role Credentialing and licensure requirements for the role A description of the importance of the role in a healthcare organization Explain the legal aspects of the HRM role. For the workforce as a whole, address the following: How would you build and maintain a climate of mutual respect and trust among employees? What is the importance of diversity in the workforce?