Role-Play: A Strategy for Teaching Social Studies Essay examples -- Ed

Role-Play: A Strategy for Teaching Social Studies One of the reasons social studies is viewed as a tough academic discipline is the result of force-fed historical dates and data. It is also one of the reasons that students think history is boring and irrelevant. Furthermore, their inability to relate to the culture and people of the past creates a what-does-this-have-to-do-with-me attitude early on in their education that directly influence their future performance. The misconception that social studies is about facts and dates is continuously supported by teachers who persist in using direct teaching and long lectures, believing that it is the most convenient way to teach students. Although lecturing is useful for presenting information, it does not provide students the opportunity to process and apply what they learn in class. Thus, a more effective teaching strategy in social studies classes, appropriate for all levels, is through role-playing. Role-playing is often overlooked by teachers because it is a student-centered le arning strategy that requires teachers to be skilled in classroom management. However, there are many advantages to role-playing that can transform students' attitude and enhance their experience in learning social studies. Direct teaching is a straightforward and time efficient approach to teach students. It is useful and appropriate when teachers need to provide students with specific dates and details. The disadvantage of direct teaching is that it does not allow students time to process and demonstrate that they comprehend what they have learned. In addition, direct teaching does not give teachers the chance to assess students knowledge and observe whether students have grasped the con... ...> Duncombe, Sydney, and Michael J. Heikkinen. Role-Playing for Different Viewpoints.h Social Studies. 81.1 (Jan/Feb 1990): 33-35. 12 Feb. 2005. Brien, Joseph, Jada Kohlmeier and Casey Guilfoyle. Prediction Making Within a Historical Context. Social Studies. 94.6 (Nov/Dec 2003): 271-278. 12 Feb. 2005 Strategies to Teach Social Studies. Social Studies Center for Educator Development. 2000. Texas Education Agency. 11 Feb. 2005.

Employment Essay

The Organization that we selected as our topic of discussion in our Project Paper is the Wal-Mart Corporation. Sam Walton is the founder of Wal-Mart. He opened his first store called Wal-Mart Discount City in Rogers, Arkansas in July of 1962. Their corporate office is currently located in Bentonville, Arkansas. Wal-Mart Stores Inc. incorporated its stores on October 31, 1969. In 1972, they started selling stock on the New York Stock exchange. Although, though the company has had controversial operational business practices they have grown to be the largest Retail Corporations in the world. In 1997, Wal-Mart was able to become the largest private employer in the United States. In that same year, their annual sales totaled over $105 billion. In 2010, Wal-Mart has over 2. 1 million employees worldwide. There 2010 fiscal year sales exceeded $400 billion dollars (Wal-Mart About Us, 2010). I have been a loyal customer of Wal-Mart for years. Therefore, I was shocked when I found out about some of Wal-Marts questionable unofficial policies through talks with friends and family members who worked for them in the past and some who currently employed by them. My mother in law worked for them from 2006 thru 2008. She was required to work 8-hour shifts without a lunch break on a regular basis. One of my cousins was required to clock out because he was about to be in overtime and continue to work to keep labor cost down. I decided to Google Wal-Mart, to see if other people experienced the same injustice. I was stunned to see some of the practices of this company I loyally supported. According to an article released by the Associated Press on 12/24/08 called Wal-Mart to Pay Workers Up to $640 Million it will pay as much as $640 million to settle 63 lawsuits over wage-and-hour violations, ending years of dispute. Wal-Mart faced 76 similar class action lawsuits in courts across the country as of March 31, 2008. These violations range from having employees clock out and continue to work without pay, denying them with lunch breaks that they are entitled to by law, non-payment for overtime worked. They have also had issues with discrimination against women, resulting, from denying them promotions and paying them less then their male counterpart even though they held the same position, and in some cases, women had seniority over the men (Associated 2008). It is widely known that Wal-Mart pays its associates below the average retail wages. In 2008, the average full time Associate (34 hours per week) earns $10. 84 hourly for an annual income of $19,165. That is $2,000 below the Federal Poverty Line for a family of four. In 2007, Wal-Mart CEO Lee Scott earned $29. 7 million in total compensation, or 1,551 times the annual income of the average full time Wal-Mart Associate. Consequently, large portions of their employees qualify to receive Government Assistance to support their families. They are well aware that they pay their fulltime employees below the poverty level. In fact, Wal-Mart actually encourages their employees to take advantage of the Government Assistant Programs (Wake Up Wal-Mart, 2008). Wal-Mart does not offer its associates affordable healthcare insurance benefits. According to Wal-Mart employees, when they complained about high the cost of the insurance and lack of coverage it offers their managers would simply suggest that they try to qualify for Medicaid or Medicare. According to Wal-Mart Facts. om, If an average full-time Wal-Mart employee chooses the least expensive family coverage plan, they would have to spend over 20% of their income before the health insurance provided any reimbursement. An average full time Wal-Mart Associate faces a serious family health issue. They have to pay the entire out-of-pocket maximum for the least expensive health plan, which adds up to pay 53% of their income (Wake Up Wal-Mart, 2008). I am just a customer of Wal-Mart. I am an accountant, so I budget my money pretty well and I love a good bargain. However, when I look at this organization and their business practices all I see is greed. Therefore, as a customer I have to question my whether or not to continue to support this business if they persist on behaving in such an manner that is clearly unfair to its employees. This is not a struggling organization. It brings in sales exceeding $100 billion annually. Wal-Mart has the resources to make their employees NEEDS a priority. I would like to believe that they are sincerely willing to make the necessary changes. Wal-Mart’s management behaves immorally towards its employees. They do not value their employees’ needs, rights, or the labor laws that the US put into lace to protect them. Wal-Mart’s low price on everyday household products is what sets them apart from other discount retailers. Their employees help make it possible for them to dominate their competitors in the discount retail market and maintain their competitive advantage. It is essential for employees to feel that the company that employs them provides an ethical organizational culture in order for them to feel a sense of job security and to be motivated to be productive for the company. What is Organizational Culture? What type of OC does Wal-Mart reflect?  What effect does their OC have on employee job satisfaction, morale, and performance? What can management do to improve their employee relations? According to our text Organizational Behavior, 11th Edition, a company’s organizational culture is a shared set of beliefs and values within an organization. The culture is the behaviors that employees feel they are required to fit in order to meet the expectations of their organization (Schermerhorn, Hunt, and Osborn, & Uhl-Bien, 2010, p. 12). On of the OCI’s that the Human Synergistic Study addresses the Aggressive/Defensive Culture. The cultural norms are built upon a value structure whereby management puts its own interests before those of its key constituents—its customers, employees, suppliers, and even stockholders. Members place priority on doing what is best for themselves over the long-term best interests of their organization. Previous organizational successes (due to prior leadership, technological patents, or good business strategies) fuel the arrogance and short-term orientation of management and allow Aggressive/Defensive organizations to continue to appear effective—at least for a while. However, as shown by John Kotter and James Heskett’s study of 207 organizations (and consistent with research based on the OCI), this type of value structure prevents organizations from effectively adapting to changes in their environments and ultimately has a negative impact on their financial performance (Human Synergistic 2006). Your business strategies shift; your organization’s values should not. Organizational values guide employee actions and influence business practices. They help provide meaning for employees searching for an emotional connection to work each day. Also known as ground rules or operating principles, at their best values are actionable guidelines, not to be confused with abstract beliefs that are merely â€Å"held† or posted on a plaque (Organizational Values, 2008). † In an Aggressive/Defensive Culture, management tends to have very little value for people. There focus is on setting goals and meeting them by any means necessary. They are very competitive and want to devour the competition. Some of the characteristics of this type of culture are oppositional, competitive, motivated by power, and perfection. Managers may oppose things indirectly, stubborn, always has to be right, avoids admitting mistakes, resists suggestions made by others, and have a strong need to win or dominate. Their members do not feel any sense of job security. Employees typically believe that they have to go with the follow in an effort to avoid the label â€Å"troublemaker† in order to keep their job. They fears managements’ retaliation and often feel as though they are in a hostile work environment (Human Synergistic 2006). Staff turnover is near 20-year highs for many companies. Two research firms, Walker Information and Hudson Institute, recently joined forces to conduct a nationwide employee loyalty study. Their results confirmed that staff loyalty is in short supply. Only 24 percent of employees consider themselves truly loyal, committed to their organization and its goals, and planning to stay at least two years. Thirty-three percent of employees were high risk, not committed and not planning to stay. Thirty-nine percent were classified as trapped. They plan to stay, but are not committed to their employer. Among those who felt they worked for an ethical organization, 55 percent were truly loyal. For those who did not feel they worked for an ethical organization, the loyalty figure was 9 percent (Lowenstein 2006). Creating a culture within the organization that nurtures loyalty, commitment, advocacy and productivity from the moment the new hire walks through the door and throughout the lifecycle of the employee will go a long way to sustaining customer loyalty behavior. The good news is that employees, particularly those in customer service, seek trust and trustworthiness; and they desire to be active contributors to that effort (Lowenstein 2006). The benefits for business of adopting ethical human resource management practices and viewing employees as human capital to be developed and to provide a unique advantage in the marketplace can be utilized as part of a corporate social responsibility strategy. Effective corporate social responsibility requires that along with minimizing harm to the environment, a company needs to be aware of the social impacts of its operations and ensure that they are not harming human stakeholders (Tracey Lloyd 2009). The importance of health insurance as an employee benefit is also illustrated by the fact that more than one quarter of Americans report that they or an immediate family member have encountered job lock, passed up a job opportunity, stayed at a job they would otherwise have quit, or had not retired solely because they needed to keep the health insurance coverage they were receiving. According to another survey, employees are moderately satisfied with their benefits, with 39% of full-time workers reporting this, which is a rise from 32% in 2003 (Reddick 2009). Employers who hope to retain solid, hard-working employees should be prepared to offer basic employee benefits. In addition to salary, good benefits provide important resources that not only help build a positive working relationship between employer and employee but also promote good work habits and financial practices (Thompson 2010). Wal-Mart problem is their leadership style. It reflects many of the characteristics of an Aggressive/Defensive Culture. Its issues stem from them putting their interest before the needs of their members. It does not value its employees as of Human Capital. Employees are just another resource used to achieve the organizational objectives. Wal-Mart leaders invest a lot into making decisions and strategies that will get the best prices for their customers and keep their competitive advantages. Nevertheless, they are not investing enough time and effort in training managers on how to treat their human capital. As a result, managers are presented with problems that they have no been trained for and they avoid the issue or make bad decisions. I find it hard to believe an organization as large and successful as Wal-Mart can make these types of mistakes and they go unrecognized or resolved for so long. Several people had to have been complaining about the errors before having to go before a judge. Considering the validation of the errors during the trial investigation, it is safe to say that if Wal-Mart had done its due diligence prior to trial they would have resolved this pay issue. There is no reason a company of Wal-Mart’s size and resources could not have identified and addressed the discrepancy prior to it escalating to a court issue. Which raises the question of, was this done intentionally or their employees concerns or grievances are not a priority to them. This type of mmoral behavior ultimately leads to employees distrusting the company, resulting in a low morale, lack of motivation, and high turnover. Every company has a distinct set of characteristics that drives the decisions, practices, policies, procedures, and organizational goals, which in turn affects the organizations’ atmosphere. The biggest influences are going to come from the visions and standards that the Senior Leaders of the company. Wal-Mart’s employees do not feel any emotional connection or sense of value from their organization, which leads to a lack of job satisfaction, loyalty, and commitment. Of course, this is going to show up in how employees treat customers. All Wal-Mart has to offer is low prices, there is very little customer service. For example, I pulled up to customerservicescoreboard. com and some one posted this comment. â€Å"Wal-Mart has the worst customer service, worse yet, they ignore any inquiry and advertise that they value it†¦ I really have to commit to not shopping there any more†¦ lines are long, cashiers are slow and don’t even help put bags in carts. Their greeters wont get carts and roll their eyes, the bathrooms are a mess, the shelves are empty, I hope they get what they deserve†¦ ower customer count and lower profits†¦ today I tried once more and wasn’t disappointed, no carts, very long lines and best yet†¦ customer service said there was no manager on duty and there were not customer complaint forms†¦ go figure. mad at Wal-Mart 4/1/10 2:21PM â€Å". In order to change this Wal-Mart has to consider ways to attract and retain productive employees (Customer 2009). Another issue is the lack on emphasis on teamwork. Employees concerns and suggestions have no validity. They are not included in any part of the goal setting or decision making process on the individual store retail level. The â€Å"my way or no way† management attitude does not work. There has to be some compromise. SOLUTIONS Wal-Mart has to change their leadership style. The CEO and other major Leaderships need to take a more active role in establishing acceptable managerial behavioral procedures and rules to direct the organization. Instead of reacting to all of the bad press concerning their employee relations they need to take a more active approach to dealing with all of the stigmas attached to the company. For example, they can start by sending out a corporate communication-notifying managers and employees that the company is about to undergo so major changes to and are about to invest in an organization overhaul that will put just as much value in taking care of the associates that make their sales possible and they put into their valued customers. Wal-Mart can continue to ride the cloud of success with no regards to the long-term ramifications of lack of change, but these are the cost of avoidance. Change will be forced upon them one of two ways. The lawsuits will continue to come and the courts will make to settlements high enough that Wal-Mart will feel the financial sting of their unethical behavior. Secondly, they will start to see a significant decrease in their sales because of the poor customer services rendered by their distrusting, low morale, and unmotivated associates. Considering how large Wal-Mart’s organization is this change would be a major project they could consider doing it in-house, but I suggest they hire an outside consulting firm that to oversee the project in order to get some fresh ideas and strategies. Of course, they would be collaborating with Wal-Marts project team in order to what the deliverables are to complete the project. Wal-Mart Leaders need to ensure total participation by giving the project team the financial and staff resources needed to complete the project. The first step would be to perform a training needs analysis and determine where the practice and policy breakdowns are occurring. Then address the issue, by establishing a new uniform policy, updating the employee handbook, training managers and employees on the new policies, and finally enforcing it. This project will take about a year to prepared, reviewed, and implemented. Prioritization will be according to the most critical needs, such as proper employee pay protocol, anti- discrimination policy training, and team building programs. For example, have a workplace diversity class set up to teach managers how to cultivate diversity and to prevent discrimination. Require that managers have a complete training class annually. Address and investigate all allegations of discrimination immediately. Written documentation is required for discrimination allegation, investigation, and resolution steps that taken. The only way to ensure that employees feel a since of organizational justice is to uphold the companies policies on the matter. Consequently, immediate punishment is required if an employee found guilty of the allegation. Send out corporate communication, notifying employees of the companies’ commitment to improve employee relations. Send the communication via email and display it in high traffic areas. Express managements desire to include employees in some of the decisions that directly affect them by establishing an Employee Involvement Team to be apart of the project. That will help Management and employees address employee concerns and grievances, such as a fair and competitive wages and health insurance package. Allowing employees to be apart of the decision making process will help management get feedback on the best ways to go about achieving up coming goals, while building team commitment, loyalty, and moral. There will be annual policies will be reviews and revision if necessary. Managers and employees will complete skill assessment tests annually. There will be skill-training classes set up to teach managers how to promote effective communication and leadership abilities. Issue training results to department heads and certificates of completion to participants. Finally, collect feedback from the managers and employees to evaluate, results and feelings on the process improvements. Leave a comment section to get their feelings on the companies’ efforts to improve employee relations. Identify remaining problems and work with the In-house Project Team and the Employee Involvement Team to improve them.

How My Creative Thinking in Nursing Care Help Me Solving Problems with Patients in Long Term Care

When we have made a commitment to work with and develop nursing theory, it is important to keep in mind that this activity is crucial to establish scientific foundations in nursing. The first line of teaching and learning in nursing is based on linear thinking, arguing to promote the student's vision of cause / effect when, for example, this is in the process of providing the patient with an anticoagulant for DVT prevention at a patient and requires monitoring by protocol, bleeding adverse effect, or also monitor the heart rate, or blood pressure levels, and heart rate when the patient requires to receive anti-arrhythmic or digoxin. In the latter case, with a retro feedback mechanism, put into action when the resident and blood sample taken to measure the Digoxin level in order to adjust the dose, seeking the drug's effectiveness and thus the patient's clinical stability. During the development of nursing theory, it is important to realize as we are thinking when we find or look for a problem to solve. For this creative thinking plays an important role. Researchers have described various methods of creative thinking among them these three: Evolution: This is a method of continuous incremental improvement. We can gestate new ideas from existing ideas, or seek and find a solution derived from another, obtaining at the end a solution that we would not have imagined from the beginning with a single step. The result will be something totally different to the original. Synthesis: This method of thought goes into action when two or more existing ideas are combined to create a third, new idea. Reapplication: This method of creative thinking comes into play when we see something otherwise stated, entirely new. The key is to see beyond the prior application of any idea or method and thus demonstrate if the other application is feasible. When we encounter a problem in some cases may emerge any negative attitude may hinder and even block our creative thinking. For you I have noticed that, when unforeseen circumstances I get the load of 25 or more patients in the institution where they take care of patients in long term care must run at a faster pace than usual, with proper care to prevent errors but when there is an unexpected situation arises in my mind: â€Å"a situation more, adding to the complex repertoire of tasks to accomplish!. This idea looks something like this:† Oh! Now this? â€Å". If so, at the time of first reaction, I was adding a bigger problem than the situation itself, having to deal with and solve it before continuing with the rest of the investigation of the case. The next question that arises if this occurs I would be: Why am I thinking and / or feeling this? This happens with the patient TH has relationship with his previous medical history? Psychological/cultural context? It has happened before? Why has this happened? Is there any background prior to solve this? At this point I realize that I am involved in an active process of search, first to understand the phenomenon, and then how to solve it. This positive attitude (curiosity) helped me to think creatively. Another attitude that has helped me is to believe that most problems can be solved; all a matter of time, energy and resources. Also, and especially, to attack the problem from the moment when it is detected, since otherwise, can add what I call collateral problems. Even more, I can say that I stay alert not to make value judgments or criticisms that may that may contaminate the process of addressing the problem with my own prejudices, alienate adding unnecessary elements in time and possibilities to solve this problem. References Harris, R. (1998). Introduction to creative thinking; Retrieved from: https://www. virtualsalt. com/crebook1htm. Rapadoupulus, Irena; Omeri, Akram. Transcultural nursing theory and models: The challenges of application. Contemporary nurse. 28(1-2):45-7, 2008. Apr. Editorial. Jennings, BM. Nursing Theory development, successes, and challenges. Journal of advanced nursing

History of Penicillin

History of Penicillin Free Online Research Papers Penicillin was discovered by a Scottish scientist Alexander Fleming in 1928.1 However, a man named Laureate Howard Walter Florey was the first to use it as a medicine. Fleming found that certain blue-green molds inhibited the growth of the bacteria Staphylococcus. Mold from a cantaloupe was found to have the best quality of penicillin mold. After this Fleming isolated the mold and saw that it was a Penicillin mold. Penicillin is found to be most effective against Gram-positive bacteria and not effective against Gram-negative organisms.1 Penicillin is an antibiotic used to treat bacterial infections. The types of pathogens it can treat are Staphylococci, Streptococci, S. Pneumonia, or bacterial pneumonia, Bacillus anthracis, Neisseria gonorrhoeae, and Treponema pallidium. Penicillin works against an enzyme called Transpeptidase, which aids in the formation of the cell walls in bacteria.3 Transpeptidase links amino acids into peptide chains that are part of the bacterial cell wall. When penicillin is taken it blocks the action of Transpeptidase. This causes the wall of the cell to be very weak in places. As a result, the bacteria can no longer grow.3 There are quite a number of reactions that can occur from penicillin. They include: diarrhea, nausea, rash, hives, and sometimes seizures. Also, penicillin has been known to make birth control pills less effective, often causing pregnancy. The allergy to penicillin is the most reported medical allergy. However, only twenty percent of the patients who claim to be allergic to penicillin truly have an allergy. Most people don’t understand that Penicillin was discovered, not invented. Also, when it was first used people often overused penicillin which lead to numerous penicillin resistant strains of bacteria. This can also be caused by not finishing a prescription completely. Interestingly, there are about fifteen different types of penicillins, some are: Metampicillin, Broadcillin, Epicillin, telampicillin, and Sualcillin.2 Probably the most misunderstood thing it that it does not kill bacteria, it prevents the growth of it. Research Papers on History of PenicillinGenetic EngineeringArguments for Physician-Assisted Suicide (PAS)Marketing of Lifeboy Soap A Unilever ProductPersonal Experience with Teen PregnancyThe Masque of the Red Death Room meaningsNever Been Kicked Out of a Place This NiceUnreasonable Searches and SeizuresInfluences of Socio-Economic Status of Married MalesBionic Assembly System: A New Concept of SelfThe Relationship Between Delinquency and Drug Use

Colleges vs. Conservatories for Music Majors

Colleges vs. Conservatories for Music Majors When it comes to higher education, prospective music, and theater arts majors have three choices. They can attend a conservatory, try a university or small, private liberal arts college with a strong performing arts department - or opt for that happy medium, universities with conservatories. There are so many decisions and schedules to ponder when applying to college as a music or theater major, but this ones crucial. Here Are the Differences Some large universities, including UCLA and the University of Michigan, boast strong music departments and all the benefits and lifestyle choices a large university offer  Ã¢â‚¬â€œ football games, Greek life, dorms and a wide variety of academic courses. But music majors who dreamed of a math-free existence may be in for a rude surprise. Double check the general ed (or GE) requirements before holding that no-calculus celebration.By contrast, small college-level conservatories such as the Manhattan School of Music, Juilliard and the San Francisco Conservatory of Music focus exclusively on the arts. Everyone is a music or theater arts major, and competition, even after admission, tends to run high. In addition to music, theory and music history courses, students take humanities and writing classes. Some conservatories offer foreign language and/or music business courses, but you won’t find Anthro 101 here or sports (although some conservatories have arrangements with nearby un iversities – Manhattan School of Music students, for example, can take English at Barnard College across the street, and they can use the athletic facilities at Columbia). You won’t get the prototypical â€Å"college experience† here – no frats, no â€Å"Big Game.† And watch out for housing issues. Manhattan and Juilliard have dormitories, but Mannes’ housing is spread out over New York City, and the SF Conservatory has no dorms at all. Check out this list of the top 10 conservatories in the U.S. And finally, there is the conservatory within a major university option. The Thornton School at USC and the University of the Pacific, for example, have conservatories on campus, which give students both the intensity of the conservatory experience and that sense of â€Å"college life.† For some, it becomes a balancing act. Some students have trouble balancing their GE requirements with the considerable conservatory commitment, but it depends on the school and the individual. Visiting the schools and taking a look around are essential steps in making a decision. But start by doing some preliminary research online or at one of the performing arts college fairs hosted by the National Association of College Admissions Counselors at venues across the country. Check out the College Fair 101 survival tips before you go.

SLP 01 CONFLICT MANAGEMENT Essay Example | Topics and Well Written Essays - 750 words

SLP 01 CONFLICT MANAGEMENT - Essay Example This clash affects the management and the employees equally. In order to make the situation better, management has to play an important role, to handle condition in an easy and calm way. Employees versus management. I have never thought that employees and management are truly the same animal. What I have discovered is that they are very different, and the distinction matters. Management knows how to make people and tasks work effectively toward the same end, whereas employees tend to focus more on the task at hand. Although they are different functions, the same person can both work and manage. A manager should be dependable, track through things, maintain his pledges and have principles. He should be helpful for his people and should not disclose their self-confidence. Manager should be reasonable and sincere with workers. He should prove admiration for his employees. Treat them as adults and show appreciation for their thoughts and for the job they do. He should make sure that his employees are treated as regular people. Try to indulge them in the planning and the problem solving phases of different tasks. Make them give their suggestions and use their assistances. Provide the workers significant responsibilities and the support they require to hold them out well. Agree on aims and objectives mutually, with effort from each and every individual that is concerned. Put quality communication into practice. Manager should construct mutual faith by being open, tolerant, and helpful. Managers can maintain and help in making assisting relations within their responsibilities by acting as a replica by directing and by sustaining, and cheering these managerial abilities in their workers as they cooperate with each other. Conflict may redirect labors from objective achievement or it may reduce income, mainly time and funds. Conflict also may pessimistically have an effect on the mental well-being of workers and cause

English Composition Essay Example | Topics and Well Written Essays - 750 words - 1

English Composition - Essay Example e the effects on both the brain and the body; could be stated less awkwardly and better connected to the second part of the statement, we can begin to investigate the implications their drug usage has on random individuals within a community. Structure of the first paragraph is essential to the successful conveyance of the thesis, and to setting the parameters for focus on the thesis. While the topic, as suggested by the title and subtitle of the paper, give insight as to the purpose of the paper, it is a good idea to make clear the purpose of the paper. A clear and concise statement of purpose can be included. Here, it might be included in the introduction, following the thesis. The purpose can be stated as such, by saying, â€Å"The purpose of this paper is.† Here, your statement of thesis and purpose seem inextricably connected and combined. It would serve to add focus and a disciplined set of structural parameters to separate the purpose from the thesis. The structure of the body of the paper might begin with a focus on the community, the problems that exist as a result of meth use and manufacture. As stated in the thesis, the goal for understanding the signs and symptoms of the meth user is to facilitate and mitigate the domino effect that use on the community. Therefore, the organization of the body of the paper might begin with a discussion of the community, then, logically, lead into the avenues by which the user of the drug has access to the drug, i.e., manufacture of the drug within the community; and, then, the signs and symptoms of meth use that might help those who are, or will be, impacted by its use – the community – to identify the signs and symptoms associated with use of the drug. The paper covers the full range of concepts, but could be better structured, as stated above, to deliver a better organization and to provide a comprehensive discussion of the discussion, then, its ultimate goal – understand the signs and symptoms, to