Category: Writing

Shanice was a vibrant 16-year­ old who was enjoying her high school years. As a good student, she loved attending school and woke every morning eager to start the day. A popular girl, she was surrounded by many friends who all enjoyed each other’s company.
From an early age, Shanice had been susceptible to recurrent viral and bacterial infections. No matter what she tried, she tended to have numerous infections every year which put a damper on some of her social activities.
Recently, she had been experiencing recurrent lung infections, spending a week in the hospital with pneumonia and recurrent herpes viral infections. Concerned over these recurrent infections, Shanice was sent to an immunologist for further consultation.
Tests were performed to evaluate the number and activities of her B-cells, T-cells, and natural killer cells. Results showed that Shanice had low numbers and decreased activity of her natural killer cells.
Keep in mind that natural killer cells are part of the innate immune response.
Deliverables
Answer the following questions and save your responses in a Microsoft Word document. Provide a scholarly resource to support your answers.
1.Why are natural killer cells considered to be part of the innate immune response?
2.What types of cells do natural killer cells act against?
3.Describe the process whereby natural killer cells kill other cells and the role of macrophages in the process.
4.The Immunologist cautioned Shanice that she may be more susceptible to virally induced cancers. Why did the Immunologist state this?
5.What treatments or other options does Shanice have to counteract the natural killer cell deficiency?

Length of Paper: at least 5-6 pages in full length (excluding cover and references page; there is no maximum limit for this paper)
Format: Only Word document format

WRITING QUALITY:
Writing should reflect full sentences, proper grammar, spelling, punctuation, and capitalization are required. Avoid writing as you would text (e.g., “u” in place of “you.”)    
 Student responses to discussion questions must be thorough and reflect an understanding of course material. Be organized in your thoughts and ideas. Incorporate correlations with the assigned readings or topics. Stay on topic. Avoid summarizing. Contribute to the learning environment with depth and with the goal of motivating discussion. Scientific discourse is based on evidence. Opinions are just that, but if used in a discussion, they must be informed opinions.
In your 3 original posts (answers to discussion questions), you should have two types of citations: in-text citation in your post and reference citation at the end of the post.
Cite the textbook, refer to concepts in the textbook, and/or include an outside source (e.g., link to relevant information/website) in your answers.  Cite textbook material and/or website information according to APA style both in-text and at the end of your post. Please see the example to follow the proper format as below
you can always do more, but for the minimum requirements, you must answer at least three of the questions.
Q1. Take the Ross-DeWine Conflict Management Message Style Instrument located in the Module 4 content area. In your post, please discuss the followings: 1) Share your results. 2) Then, describe an instance where your conflict style was effective. How did your conflict style help you meet the
group’s goals? 3) Next, describe an instance where your conflict style was
ineffective. Why was it ineffective? 4) What did you learn from these experiences about conflict?
Q2. We often assume that conflict is detrimental to relationships. However, conflict is actually a very healthy part of life. In your post, please discuss the followings:1) Describe a time when you experienced conflict in a group that
was helpful.2) What was the conflict about?3) What type of conflict was it (i.e., task, personal, procedural)?4) How did the conflict help the group meet its goals?
Q3. Groupthink is a significant issue that should be dealt with in small group communication. In your post, please discuss the followings:1) Have you ever experienced groupthink?2) What made your group susceptible to it?3) What verbal and nonverbal messages can you contribute to your group to help avoid groupthink?
Q4. Complete the Small Group Leader Traits Profile located under Module 4 content. Then, discuss the followings:1) Share your findings with the class.2) Did the results surprise you? Why or why not?3) How might this assessment be useful in your small group?
Q5. Read Disney’s Approach to Leadership Training: https://www.disneyinstitute.com/blog/leadership-lessons-from-walt-disney–how-to/ and find 1 additional link to a specific organization’s leadership philosophy. Then discuss the followings:1) How do the two compare?2) Which organization would you most like to work for and why?

To complete the First Paper assignment, use assignment directions in course syllabus, page 4: Grading Description, First Paper.

First, complete the measure of attachment style at the following website:
https://openpsychometrics.org/tests/ECR.php
Take your time, answer honestly
You can agree or disagree to allow your responses to be used for research purpose. Your decision wont have any impact on this class / your assignment.
Second, consider your feedback and answer the following questions:
Attachment Theory Questions:Is this totally accurate, partially accurate, or inaccurate for you? Why/why not
Is the feedback true for all of your relationships (Mom, dad, siblings, friends, coworkers, romantic partner)?
The feedback is for you currently. Does it ring true for your relationships as a child? Your past vs current romantic relationships?
Validity:Could any of the items possibly reflect anything other than attachment style?
What might people be thinking about when they are rating these items?
Are the items worded well? Do they succinctly capture one thing? Are any of them double barreled (asking you to rate multiple statements)?
Do people have the self-insight required to give accurate responses?
Is social desirability a concern (either fooling oneself, or the researcher in order to give responses that put the person in a more favorable light)?
Reliability:Is it possible to get different scores today vs. next week vs. a year from now vs. 10 years from now?
Do all of the items seem to be getting at the same thing, or do some of them stand out as odd in comparison to the rest?

Subject – 2024 Summer – Info Tech & Mobile Application (ITS-537-A03) – First Bi-term
Week 7 Assignment: Location-Aware APPs
One of the basic ways to interact with the hardware on the device is to retrieve data about the device itself. Knowing how to interact with the hardware on the device is an important step toward being able to create apps that take advantage of the full promise of mobile computing. This will allow you to create systems that could not have been possible without a capable mobile device. Maps and location are very important for many mobile applications, so having a solid understanding of how to integrate these features into your apps is crucial for becoming a professional mobile developer. Write a 2-to-3-page response.
Discuss the importance of location-aware apps.
Compare and contrast the advantages and disadvantages of location-aware applications.
Analyze methods in which location awareness can be obtained in mobile applications.
Identify some of the risks associated with using location-based services.
Your assignment must follow these formatting requirements:
Use at least three – five (3 – 5) quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources.
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.
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 do not count toward the page count.

Hello class, my name is Sarah Cummings and I will be presenting on the selected topic of suppressing rights such as freedom of speech and choice.0:01
In the following slides, I will introduce and define organizational ethics.0:10
Discuss the rights of nurses and present an ethical situation related to the topic.0:14
Then I will support the ethical situation with ethical code and principles.0:20
Finally, I will suggest methods for nurses to lessen the impact of this ethical situation on nursing practice.0:25
Organizational ethics is a broad concept that refers to the organization’s character, culture, shared purpose, processes, and outcomes.0:32
The ethical climate of an organization is formed by their response to ethical issues and challenges.0:41
It is defined further as the shared perceptions of members values related to decision making on the topics of power, trust, and human interactions.0:47
Well. The suppression of rights and freedoms can have consequences for patients, providers and all members of the health care team.0:57
We will be focusing on the rights of nurses and the ethical implications of suppressing the rights of nurses.1:04
Nursing rights can be broken down into four categories.1:11
Human rights include the right of respect for one’s personal beliefs and to work in accordance with one’s own persuasions.1:14
Civil rights involve basic legal rights such as political freedom and rights of equality.1:21
Furthermore, healthcare legislation includes the right to practice the nursing profession,1:27
rights pertaining to the nurse’s employment contract, and rights involving the safety of working conditions.1:32
Finally, the professional rights of nurses are the right to practice their profession, to practice in a safe and ethical environment,1:38
and to advocate for themselves and for their patients without fear of negative consequences.1:45
Many nurses have their rights taken away or suppressed,1:52
whether by discrete organizational culture or nursing leadership, or individual fear and lack of awareness.1:55
A frequent result of this suppression of nursing rights is the ethical situation of unsafe nurse to patients staffing ratios.2:02
In many cases, nurses are coerced to care for more patients than they can safely handle or to perform unsafe practices with patients.2:10
When this happens, nurses may be unable to exercise safe and competent care, putting patients at risk for adverse events and even medication errors.2:18
Furthermore, when nurses are not presented with a choice or penalized for speaking out about unsafe processes or practices,2:27
this can lead to job dissatisfaction and distrust with nursing leadership,2:35
which can both contribute to incidents of nursing burnout and frequent turnover.2:39
This ethical situation of unsafe staffing and penalization for whistleblowing directly violates nursing rights,2:45
and therefore gets no nurse’s way of practicing ethically in this ethical situation.2:51
The nurse may be unable to work within their own persuasion or competence, violating their human rights.2:56
They may be unable to practice in the same conditions as another nurse violating their civil rights,3:02
or face unsafe working conditions, violating healthcare legislation.3:08
Finally, they may be penalized for advocating for themselves in an ethical working environment which violates their professional rights.3:12
Suppressing the rights of nurses directly violates the ethical code for the profession.3:21
Specifically, this ethical situation relates to provision six of the American Nurses Association’s Code of Ethics for nurses.3:25
Provision six states that the nurse, through individual and collective effort, establishes, maintains,3:34
and improves the ethical environment of the work, setting and conditions of employment that are conducive to safe, quality health care.3:40
This involves creating morally good environments, addressing concerns through speech,3:47
promoting justice and beneficence, and securing the general welfare of nurses and patients.3:52
According to butts and Rich, this ethical situation may often result in an infringement of one or more bioethical principles.3:59
In this case,4:07
autonomy or freedom of speech and choice may be jeopardized when nurses or organizations are unable to say no to expanded responsibilities,4:08
making it harder for nurses to maintain quality standards of practice.4:17
Secondly,4:21
justice is also violated when the abilities of nurses to provide competent care are limited due to unfair workloads or other workplace conditions.4:22
In order to lessen the impact of this ethical situation on the nurses practice, there are a few strategies the nurse may take.4:33
First, understand legal, organizational and professional rights according to can does any at all.4:40
Understanding nursing rights, not just nurse duties ensures quality, safety and effective patient care.4:48
Understanding nursing rights is also connected to well-being at work.4:54
Secondly, nurses should advocate for autonomy and justice at work cuts,4:58
and Rich encouraged nurses to use what they refer to as moral courage and communication.5:03
You should be honest and open about the situations they are dealing with.5:09
Thirdly, nurses can get involved. You can join shared governance management rounds, meetings with nurse leaders or even a union.5:14
Nurses should exercise the rights of free speech and free choice at work.5:22
They should also make leadership aware of injustice and suppression of rights.5:26
When in doubt, the nurse, confronted with the ethical situation of unsafe staffing and suppressed rights,5:32
may refer to the written information and policies established by the American Nurses Association.5:38
These exist to support and guide the nurse through complex ethical and human rights issues.5:44
In summary, the suppression of rights is a major issue within organizational ethics.5:51
Whether the suppression of speech or choice, nurses whose rights are suppressed may be unable to perform their duties ethically.5:56
Specifically, nurses forced into unsafe working conditions,6:04
such as unsafe staffing or at risk for adverse events, and workplace dissatisfaction or burnout.6:08
Nursing codes and well understood ethical principles support the rights of nurses to practice ethically and to express their human,6:15
civil, and professional rights. There are several ways for nurses to address the ethical issue of suppression of rights,6:22
including voicing their concerns, advocating themselves, and being involved in and with nursing leadership.6:28
Suppressing the rights of nurses puts both nurse and patient at harm for the sake of their patients and their profession.6:35
Nurses must be aware of these situations and armed to address them as they arise.6:42
Here are my references used in this presentation. Thank you so much for listening, and please let me know if you have any questions about the topic.6:49
Thank you.6:56
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or illegal behaviors in organization or specifically those engaging in bigotry,0:05
sexism, racism, or showing favoritism. However, more specifically, my PowerPoint will be on racism in healthcare organizations.0:10
Just a small introduction is that there of course can be scenes, amounts of discrimination and prejudice in health.0:21
Many of us have never seen it. Experience. They come across it in some type of way with our patients or with our peers.0:28
And the tendency tends to be that it is something that can be normalized, that it’s a job,0:35
that is something that can just be passed off, and that it becomes a normal part of the culture where we work.0:39
But it can have its negative impacts, and we can see this in employees and in the profession.0:46
So an ethical situation is where an individual owners can be disrespected and discriminated against.0:53
And in turn, this constant bullying or harassment can impact the way that they practice nursing ethically.1:01
If there is a nurse who is of a minority race or ethnicity and they feel discriminated by the whole organization or by management and leadership,1:10
it’s going to impact the way that they’re working and can even impact their mental and physical health.1:21
Administration and leadership need to be able to correct these situations before they worsen, and that it can trickle down to the patient care level.1:26
Discrimination and racism has been shown to decrease job satisfaction,1:34
diminish the mental health and physical health that I was speaking about earlier,1:38
and that patients can suffer because they sometimes get the negative end and they get the1:42
attitude or the residual effects that the person is feeling when they have internal conflict.1:47
More specifically, in one survey, 63% of nurses say that they have experienced racism in the workplace.1:52
60 of those stayed. That racism comment came specifically from their management or leadership team and that they felt intimidated.2:00
Half of these individuals stated this prejudiced attitude admitted to it,2:09
affecting their professionalism and their ability to work properly in 50% 57 I’m sorry,2:15
percent of these cases the individual attempted to correct this racism or this discrimination in some type of way,2:22
but half of them saw no changes or any effects put into place to correct this behavior from those that perpetrated it.2:29
This is a graph showing the percentage of orange in the workforce and their associated race and ethnicity.2:39
So as we can see, 73.3% of Arne’s are white non-Hispanics, while 26.7% are other minorities, which we can see,2:44
10.2% are Hispanic or Latino, 7.8% are black non-Hispanic, 5.2% are Asian, non-Hispanic, uh, very small trace.2:55
Other ones are Native American, Hawaiian Pacific Islander, other races that are not, uh, mentioned,3:05
but it shows how white Caucasians tend to be the majority of the orange in the workforce at this time.3:13
Now more specifically into these larger minority groups.3:21
92% of black nurses state that they have felt racism in their workplace, compared to 73% of Asian nurses, 69% of Hispanic nurses,3:24
and a very smaller percent of white nurses have felt some type of racism while there in their organization.3:36
Now the code of ethics for nurses. There are several different types of provision.3:45
However, the one that stood out to me the most.3:50
Says that the nurse, through individual or collective effort, establishes, maintains and improves the ethical environment of the work,3:52
setting and conditions of employment that are conducive to safe, quality health care.3:58
So nurses, when they are being negatively impacted,4:05
have difficulty maintaining safe and quality health care and their discrimination and prejudice or unfairness of any kind.4:07
Something has to be done to improve this.4:15
And nurses, although they may not be the ones personally experiencing this type of discrimination and racism,4:18
also have accountability and a responsibility to improve those conditions in the workplace as4:24
a whole for themselves or for their peers who may not be able to speak up or feel intimidated.4:29
The first ethical principle that also comes to mind is that of justice.4:36
Justice, more specifically, is defined as the fair and appropriate treatment of all individuals,4:40
and this goes from nurse to nurse, nurse to management, any type of peer, any discipline, any other department.4:45
And most specifically, of course, to our patients, nurses and staffing and leadership have a particular obligation to maintain this work base,4:51
to maintain the morale and the culture and the positive environment so that people can work properly and efficiently and fairly,4:59
that they do not feel that they have to be coerced to say or not say anything,5:05
because it’s important that we’re honest with each other and that we’re honest with our patients and to ourselves.5:11
If an offense is committed, nurses have the responsibility to self evaluate,5:16
and they have a duty to themselves and others to will certainly speak up and5:20
make sure that this occurrences are either decreased or that they can see.5:24
In short, is truth telling. This means that we have a responsibility to leadership, and most certainly ourselves, to tell the truth.5:39
And this, of course, ties into the fact that we have to tell the truth to anyone who is either discriminating or causing this racism,5:48
but more importantly, to take it to the higher authorities.5:55
Any type of HR organization, ethnic, ethnic committee, union that can help us to diminish the occurrences like it says.5:58
No allyship. Pretty self-explanatory, but it just describes itself as the, uh, the relationship the one has with the person who may be of a minority,6:11
who may come from any type of disability in this case, ethnic background, and how we can help one another because we all work in the same team.6:25
We all work in the same type of healthcare. In this case, maybe even the same type of organization.6:34
And we have to be able to help one another. So in the red zone we have the avoid zone.6:39
This is when the person may feel uncomfortable directly assessing racism.6:44
And they may not be able to say anything or they may not be able to formulate words.6:51
And although the person may not be a bad person or even the person accountable,6:55
they have to be able to step out of that zone and move along further in the ring.7:01
And so where we have the carry zone,7:06
which is that the person is aware that this exists and they have to be able to be responsible in their own learning or sometimes unlearning of racism.7:07
Support zone. For others, it a little bit more where it shows that racist ideologies and unfair treatment need to be put an end.7:17
Or you can stand with your coworkers, with your peers, with your team,7:24
and speak up for them and be their advocate, just as we are advocates for our patients.7:29
And in the green zone, we become a little bit more self aware. We are. We have the ability to evaluate and be able to educate ourselves sometimes,7:34
and our peers on how sometimes racism or prejudice benefits us unknowingly.7:42
And then in the leader zone. Pretty self-explanatory as well. And you’re able to promote anti-racist policies further build to be able to work with7:47
other anti-racist leaders and promote policies that prevent this from happening.7:55
The highest reviews, of course, allyship,8:00
where this is a very active process and it shows that the nurses have an ethical responsibility, just like how we do to justice,8:02
autonomy, advocacy and veracity to not allow these things to continue,8:12
having to not let them go unspoken and be able to advocate for our friends and for our teams and peers.8:17
This unethical behavior also has several different types of impact.8:24
The health care force in the United States, although it has become more diverse in the last couple of years,8:28
that does not directly correlate and mean that it has also become more inclusive.8:33
As a matter of fact, it has been shown to not be particularly inclusive.8:38
Um, nursing staff members of health care who are not Caucasian have been victims of racism, harassment and bullying,8:41
and it has become very difficult for them, including to progress to any type of state of management or leadership,8:51
either for their own personal gain or to be able to help out ethnic disease and race of other countries,8:58
or even of their own, so that they can help take care of each other and represent for their, um, ethnicity.9:05
There is initiatives to pursue anti-racism efforts, and and it positively impacts those who are working there and the patients.9:12
We don’t ever want our patients to suffer. We want to be able to help them help ourselves and prove that the cultural environment of where9:20
we’re working and where patients are coming to seek help is a good one for all of those,9:27
and not just for them. So in conclusion, studies have demonstrated that where there is strong leadership, strong management, inclusivity, uh,9:31
anti-racist policies and inclusion, there is diminished amounts of racist comments, um, and any type of prejudice and discrimination.9:39
But it is essential that we not only hold ourselves accountable, we educate our peers.9:50
We allow ourselves to those who need us the most,9:54
and we’re able to provide quality and safe health care for our patients and, you know, increase our own job satisfaction.9:57
Feel like we’re purposeful in that. As nurses, we’re continuing to, um, promote our ethical duties wherever we go.10:04
Thank you. These are my references.10:12

Suppose you have graduated from Strayer University with your degree and you have been working on a variety of projects. Now, you are ready to pursue a certification in project management, but you are not sure which one to get. While visiting the Project Management Institute’s (PMI) CertificationsLinks to an external site. website, you see several certification options. Select the certification that would most interest you and explain why you chose such a certification.
After posting your response, respond to at least one of your classmates about their selection and rationale.

part 1 /
I have 3
*City News Service. “San Diego City Council Approves Return of Smart Streetlights, License Plate Readers.” NBC 7 San Diego, 2 Aug. 2023, www.nbcsandiego.com/news/local/san-diego-city-council-approves-return-of-smart-streetlights-license-plate-readers/3276089/.
( City News Service, the San Diego City Council approved the use of “Smart Streetlights” (par. 1).
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** Dillon, Liam. “Why Lights out Is the Norm in Some SD Neighborhoods.” Voice of San Diego, 2 May 2013, voiceofsandiego.org/2013/05/02/why-lights-out-is-the-norm-in-some-sd-neighborhoods/. Accessed 9 June 2024.
( . Dillon reports that there are apparent extremes on the streets of San Diego, with popular night spots in Pacific Beach, North Park, Hillcrest, and downtown experiencing higher street light intensity than other parts (par. 6).
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*** Pezirkianidis, Christos, et al. “Adult Friendship and Wellbeing: A Systematic Review with Practical Implications.” Frontiers in Psychology, vol. 14, no. 14, Jan. 2023, https://doi.org/10.3389/fpsyg.2023.1059057.
( Researchers argue that the psychological reward from friendship is an essential motivation for people to participate in social interaction (Pezirkianidis et al.). Lighting is important in encouraging people to come out in the evening and socialize. Intuitively, having a little time in the evening may lead one to assume that it can be used to interact with others)
—For each source provide the following information:
the MLA biographic citations
A brief summary the argument of each source. These summaries should identify the overall argument, any significant claims and evidence used.
A short discussion how this text relates to the other texts listed. Does this source agree and extend, challenge, complicate, or qualify the argument of the other source? How do you know? Include textual evidence when necessary.
A plan for how you intend to use the source in your argument. Will it function as evidence? A counterargument? Background information?
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part 2/ Reply on A and B
You might consider some of these guiding questions when crafting your comments:
Has your peer accurately summarized the main argument and key points of each source? Do you have follow up questions about the argument of a source?
How effectively do they analyze the relationships between the sources? Are their observations supported by evidence from the texts?
Do they have a clear plan for how they intend to use each source in their argument? Are there any suggestions you can offer to improve their utilization of the sources within their argument?
Is there anything missing from their discussion that could enhance their understanding of the sources or strengthen their argument?
Do you have any suggestions of what other types of sources could be useful for them?
Does their research follow the CRAAP method?
Are their sources diverse? Do they offer a holistic picture of the issue?
* A/ Reply on bellow
“Navy’s Use of Unmanned Aerial Vehicles.” Navy’s Use of Unmanned Aerial Vehicles, 29 Nov. 2023, www.history.navy.mil/browse-by-topic/exploration-and-innovation/unmanned-aerial-vehicles.html.
This article talks about the history and development of unmanned aerial vehicles (UAVs) in the U.S. Navy dating all the way back to as early as 1917. It dives into early developments of a UAV and showcases important technological advancements that would make the concept of unmanned aerial vehicles a possibility. Some of these technologies include the gyroscope which is a fundamental aspect for autopilot and using radio waves to control the UAV. It goes into detail about how research and development would be hindered by lack of funding especially due to the second world war. During the interwar years funding was still an issue as well as technological advances hindered unmanned systems. This would set back UAVs but also helped other projects flourish such as guided missile systems and the development of the Navy’s first UAV, the MQ-25 Stingray. This source essentially gives a bit of background info into the development of UAVs for the navy and the struggles and obstacles that were encountered. I plan to use this source to provide background info about the relation with the Navy and UAVs.
LaGrone, Sam. “Several Uavs under Development for Next-Generation Carrier Air Wing.” USNI News, 14 July 2022, news.usni.org/2022/07/13/several-uavs-under-development-for-next-generation-carrier-air-wing.
This article, by Sam Lagrone, discusses the development of the Navy’s future carrier-based UAVs, more specifically the MQ-25A Stingray and the capabilities of this platform. It outlines the Navy’s need to extend the range of their air wings embarked on aircraft carriers and that the MQ-25 was just what was needed to achieve this. It goes on to explain how the Stingray will be used as an aerial tanker having the capability to refuel aircraft midair effectively extending the operational range for ground strike and air-to-air missions. By extending the range it effectively keeps the aircraft carrier safe from long range guided missiles. The article implies that MQ-25A is designed to handle more missions other than aerial refueling, but doesn’t explicitly say it. It also states that more UAVs are being developed for the Navy with different mission sets in mind. This article essentially gives some information about what the Navy is looking for in UAV to serve their missions and showcase how they are implementing UAVs in the fleet. I plan on using this source to show how the Navy is using UAVs and the capabilities it can have in the modern world.
Memon, Dr. Omar. “Fighter Jets vs Drones: Will Uavs Take the Lead in Combat?” Simple Flying, 5 Apr. 2024, simpleflying.com/fighter-jets-vs-drones-uavs/.
For this article, by Dr. Omar Memon, compares and contrasts the pros and cons of operating UAVs and manned fighter jets. He gives examples of both platforms and lists their advantages over one another. For fighter jets he examines a multitude of factors such as cost and capabilities. Using the F-35 fighter jet he examines how expensive each variant of the jet is and the sophisticated technologies that are integrated into them. The F-35 is able to fulfill a multitude of combat rolls such as air superiority, ground attack, and more. UAVs on the other hand provide less risk, are smaller, and are cheaper to produce. They can be remotely controlled by an operator far from the combat zone and fulfill rolls traditionally done by modern fighter jets. He ends his article with a counter argument stating that although UAVs are growing in the military they are far from replacing manned aircraft as they have limited mission sets and the heightened situational awareness of a pilot in the cockpit. This source gives useful info about the pros and cons of UAVs and manned aircraft. I’m planning on using this as a compare and contrast between both platforms to give info for why one would be better than the other.
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**B/ Reply on bellow
The involvement of parental education with your child:
In the article “The importance of parent education” by Tracy Trautner and Michigan State University Extension, issued October 3, 2019, https://www.canr.msu.edu/news/the-importance-of-pa… to an external site. .
The article states the benefits of parent education when parents take courses or classes learn techniques which report having children with higher grades and fewer behavior problems, less substance abuse and better mental health and greater social competence. Trautner also states that parenting education programs offer support and education which address issues and make parenting easier. Throughout the article she offers areas where parents can go in local communities to see if they offer child education courses.
In the article “Parental Involvement in your Children’s Education” by The Annie E. Casey Foundation, issued December 14, 2022, https://www.aecf.org/blog/parental-involvement-is-… to an external site. .
The article it states that parents who are involved in their children’s education have better outcomes such as higher grades and they demonstrate better social skills and they also adapt better in school. When parents help children with school work they help by encourage learning help the student with achieving a better education.
In the article “The Power of Parental Involvement: Examining How Family Engagement Shapes Student Success In Schools” by Aman Bisht, issued February 23, 2024, https://www.schoolcues.com/blog/the-power-of-paren… to an external site.
The article states that parental involvement influence student success. Bisht says that with technology parents have up-to-date information about their children’s academic progress. Bisht also says that parents involvement could be helping your child with homework and attend a teacher meetings and volunteering at school events. Parental involvement impact the student development.
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