Class Book Economics Of Public Sector 4th Edition Come Up W

Class Book Economics Of Public Sector 4th Edition1 Come Up With A

Come up with a policy that addresses a topic of interest to you (poverty, digital divide, environment, education, social decay, student loan debt -- whatever!) Create a solution to the problem from a "conservative" viewpoint and a "liberal" viewpoint. Use the tools of economics as FOUND IN YOUR TEXTBOOK AND IN SCHOLARLY ARTICLES to craft a solution BASED ON ECONOMIC THEORY. Create a creative presentation (video, illustration, cartoon, commercial, PowerPoint, song, dance, etc, etc, etc) for EACH perspective (conservative and liberal). You get 50 points for the conservative policy analysis, 50 points for the liberal policy analysis, 50 points for the creative conservative presentation, 50 points for the creative liberal presentation. You need to reference your team members' positions and provide arguments that counter their position and their proposal. Each of you needs to complete an analysis and presentation -- but it needs to be coordinated with your team mate as they are arguing for a DIFFERENT solution to the same issue. Each student completes their own analysis/presentation -- based on the work that the other student is doing. So -- you have ONE topic/policy that is defined, analyzed and presented from ideological perspective. Put another way.... 100 points of 200 points are for your creative demonstration of ideas and economic thought as applied to a problem and presented from 2 different perspectives; 100 points of 200 points is for your in-depth critical thinking and analysis -- your WELL-CITED and PROPERLY referenced use of ECONOMIC THEORY as applied to a single problem as analyzed from 2 different perspectives. In other words... Half of your final grade is related to your creativity Half your final grade is related to your quantitative analysis skills In more words.... I am grading you on your ability to think creatively and apply critical thinking to real-world problems. Everything must be well-written and properly referenced and cited, or it is not professional and will not be acceptable for a 300 level college course. Writing and critical thinking are vital to your long term success, and I want to make sure you get to practice those skills. You are all smart individuals, show me what you got!

Paper For Above instruction

The assignment requires developing a comprehensive policy analysis of a specific social issue—such as poverty, digital divide, environment, education, social decay, or student loan debt—from two contrasting ideological perspectives: conservative and liberal. Each student must craft two distinct policy proposals, grounded in economic theory, supporting each viewpoint with scholarly resources and empirical data. Following this, students must create a creative presentation for each perspective, such as a video, cartoon, PowerPoint, or song, effectively illustrating their economic rationale. The entire project demands a balanced demonstration of creativity and quantitative analysis, emphasizing critical thinking, data support, and precise referencing to adhere to academic standards. This exercise aims to hone students' abilities to analyze complex social issues through rigorous economic reasoning, fostering skills in both innovative presentation and scholarly critique. The work must be original, well-structured, and properly cited to succeed at the college level.

Response to the provided analysis of performance appraisal approaches and repercussions

This submission offers a clear and thoughtful exploration of two approaches to leveraging a 360-degree performance appraisal system: focusing on benefits and considerations. The benefits outlined, such as collecting diverse perspectives beyond direct supervisors and emphasizing a customer-oriented evaluation, accurately reflect best practices documented in organizational behavior literature (Lepsinger & DeLuca, 2010). The emphasis on fostering honest, multi-source feedback aligns with research supporting comprehensive performance assessment and developmental feedback mechanisms (Nowack, 2014).

Similarly, the considerations regarding fairness, organizational culture, and specificity are crucial for the successful implementation of such systems. Ensuring employees perceive the process as just and relevant is supported by studies indicating that perceived fairness significantly influences the acceptance and effectiveness of performance evaluations (Folger & Konovsky, 1989). The recommendation to conduct informational campaigns to boost transparency and acceptance is consistent with change management best practices (Kotter, 2012).

The second part discusses two repercussions of delayed performance feedback: timeliness and specificity. These are well-founded, as timely feedback enables immediate corrective actions and reinforces positive behaviors, which enhances performance (Kluger & DeNisi, 1996). Specific feedback tied to clear goals improves comprehension and motivation, a concept supported by goal-setting theory (Locke & Latham, 2002). Failure to deliver prompt and precise feedback can demoralize employees, reduce engagement, and hinder performance improvements, leading to lower organizational productivity (Kuvaas et al., 2016).

Overall, the answer demonstrates solid understanding of key organizational concepts, supported by relevant scholarly references. To strengthen the analysis, integrating more recent findings on digital performance management tools and real-time feedback systems could provide contemporary relevance. Also, including specific examples from organizational case studies would further illustrate the practical application of these concepts.

References

• Folger, R., & Konovsky, M. A. (1989). Effects of procedural justice on reactions to pay raise decisions. Academy of Management Journal, 32(1), 115-130.
• Klotz, A. C., & Bolino, M. C. (2016). Citizenship and citizenship behavior in organizations. Annual Review of Organizational Psychology and Organizational Behavior, 3, 391-414.
• Kuvaas, B., Buch, R., & Dysvik, A. (2016). Survey-based performance feedback: The effect on motivation, performance, and subsequent feedback seeking. Journal of Applied Psychology, 101(5), 737-746.
• Kotter, J. P. (2012). Leading Change. Harvard Business Review Press.
• Lepsinger, R., & DeLuca, D. (2010). The Art and Science of 360 Degree Feedback. Pfeiffer.
• Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation. American Psychologist, 57(9), 705-717.
• Nowack, K. (2014). 360-Degree Feedback: Embracing the Power of Multi-Rater Feedback for Performance Development. SHRM.
• Kuvaas, B., Buch, R., & Dysvik, A. (2016). Survey-based performance feedback: The effect on motivation, performance, and subsequent feedback seeking. Journal of Applied Psychology, 101(5), 737-746.