Create an outline of your paper to use in developing it. See the information below for more information on outlines in general.
Like every other academic writing, an analytical paper requires an organized structure for its content to be readable and understandable. An outline is used to give design and direction to the report.
An analytical paper outline is similar to the traditional paper outline of five paragraphs. According to this five-paragraph format, the paper is divided into the following sections:

Introduction
Body Paragraph 1
Body Paragraph 2
Body paragraph 3
Conclusion 

The researched information about the topic needs to be organized. This is to make sure that the content is explicit and effective for the readers. 
When you analyze the piece of content, the purpose is to give an audience a more precise image and meaning. So the content should be engaging, well structured, and understandable.
Analytical Paper Introduction
The importance and significance of the introduction of a paper can not be denied. The first section of the paper is, of course, the introduction. We are introducing our readers to the central thesis or purpose of our paper.
We write an introduction to attract the readers towards the topic and motivate them to read the paper. The introduction lays the whole groundwork for your paper. So the more substantial the introduction, the more influential the paper is going to be.
The analytical paper introduction is based on two significant elements:
The Hook and a thesis statement. As the name suggests, a writer uses a hook statement to “hook” the audience to read further. A hook statement is an opening sentence of the introductory paragraph. It is a significant sentence as it grabs the reader’s attention towards the topic and the paper.
A hook statement can be a sentence of any type. It can be humorous as well as factual. Depending on the paper topic, a writer can choose any form of an opening sentence as long as it goes with the theme and the topic of the paper.
For example,
“David Suzuki’s “The Right Stuff” features the gracious, entertaining, and informative style we have come to associate with this well-known host of The Nature of Things.”
Here the writer used a simple statement that presents the background information about the chosen work, “The Right Stuff.”

Thesis Statement

Following the hook comes the most critical element of a paper, and that is the thesis statement. A thesis statement is the writer’s stance or an argument on the chosen work. A writer narrows down the topic’s purpose at this point and focuses on a particular side of the topic.
The thesis statement for an analytical paper is written, keeping in mind the original text’s goal and the writer’s analysis.
For example,
“A rhetorical analysis reveals the varying degrees of success with which Suzuki employs logos, pathos, and ethos: while Suzuki’s ethos is strong because of the reputation he brings to his writing, and his use of pathos to appeal to his target audience of parents and educators, his use of logos is weak”. 
When using a 5 paragraph format, a writer must provide a short supporting statement with the thesis statement. It is to show that the writer is going to back up the thesis.
For example,
“Suzuki is skilled in argumentation, but his strong ethos fails to make up for the lack of support for his thesis that high school science courses should begin with sex education”.
Analytical Paper Body Paragraphs
The body paragraphs of a paper support your claim by providing shreds of evidence. All the gathered and relevant information that justifies the argument is presented in this section.
The body section of an analytical paper should be divided into different paragraphs. The writer should discuss each point in a specific paragraph. It will make your paper logical and readable for the audience.
All of the paragraphs in the body section have four components to be covered:

Topic Sentence – A topic sentence is an opening sentence of a paragraph. This sentence is the claim or the important point that proves the thesis statement. Begin each of your paragraphs with a topic sentence. 
Supporting Material – The supporting material will back the claim and provide detailed, researched information for your thesis statement. After writing a topic sentence, give evidence to prove it correct.
Connection – To tie your claim and evidence together, use a piece to follow the evidence. When using a quote or a phrase, make sure that you have stated its purpose or importance first.
Transition – After you have proved your claim, it is time to move on to the next paragraph or the claim. All the paragraphs in your paper must be connected and maintain a logical flow.

Each paragraph should be transitioned to make logical content. This transition will act as a bridge and will connect the previous section with the next paragraph.
Analytical Paper Conclusion
The conclusion is the last section, where all the discussion comes to an end. Here, the writer restates the thesis statement and briefly summarizes the major points in the content. It will prove that the main argument is justified using the evidence for the readers.
For example, 
“Admittedly, David Suzuki wrote his paper at a time when education budgets were in better shape than they are today, and he certainly makes an excellent point that educators should respect their students and appeal to their interests. Nevertheless, his argument for sex education in schools clearly needs further thinking. In spite of Suzuki’s strong ethos and persuasive use of pathos, he needs a stronger use of logos to make an argument here. The best he can hope for is to get his audience’s attention – then it is up to them to see if and how his ideas should be implemented in the schools”.

1. Discuss the key components of human resource management.  Pick at least four concepts from chapter nine and describe how these concepts interrelate to individual performance on a team.
2. Review table 9.2 and select one of the dimensions listed, note why it was chosen and how you relate to this behavior.  If you have a personal experience, please share.
3. How do leaders select the best talent? What are some tools they can use to select the best-talent?
Please ensure the initial post and two response posts are substantive. 

Discussion 1:
1 Human resource management is the management of individuals in an organization. The essential purpose of personal management par The main components of human resources is recruitment, working environment, staff relations, and staff development. To start with, recruitment depends on the seniority and specialization level of the filled posts. The human resource department has recruiters committed to sourcing potential employees who have the skills set that are most applicable. Effective human resource management should thus set metrics on the recruitments to generate relative success measures. Secondly, working environment; when the first impression counts, the important part of the initial appearance will be made when the new employees are placed in the environment of working (Vaughan, 2009). Third, employee recognition is the callous move with their need that varies from one individual to another. Hence, the collective relation of staff and good individuals should not be a surprise, and the employer should possess the potential to uplift employees’ engagement. Lastly, staff development, referred to as guises varieties, is sometimes referred to as development and training. Therefore, to maintain competitiveness, there is a need for the employees to be equipped with on-the-job education.
2 Integrative leadership dimension is the leadership approach that is emerging and it fosters the total action on many boundaries types so as to arrive at common good. The dimension brings together the leadership concepts, and they are rooted in several sectors of society: media, government m business, and community. It targets the development of leadership at all stages and levels at the individual and global levels.
3
The vital issues leaders face when recruiting new people in the firm. It is always a surmountable activity. There are several ways in which leaders select the best talent, that is, by knowing the culture of the organization, ensuring the candidate is the right fit. First, current employees’ evaluation, among others—understanding the organization’s culture five the considerable insight to employing the right employees. It is thus suitable to know the interfaces of an organization within the various departments. Secondly, the ones seeking a job may be fantastic, and during the interview, they may win by taking the best game. Thus the hiring manager should ask appropriate questions for the potential candidate (Boyd, 2014). Lastly, the evaluation of the current employees, understanding people who are already working in the business, the growing members of the team should be looked upon. They might not have the critical opportunity that can be promoted from within.
References
Boyd, B. (2014). How do leaders select the best talent? The leading source for targeted, industry-specific news briefs, http://exclusive.multibriefs.com/content/how-do-leaders-select-the-best-talent/business-management-services-risk-management.
Vaughan, T. (2009). primary functions of human resource management. Human resource management, https://www.poppulo.com/blog/functions-of-human-resource-management.

Discussion 2:
The key aim of human resource management is based at increasing productivity of people through facilitating efficiency that of the workers in a company or organization. The process usually includes development, maintenance, motivation and acquisition of the human resources. The various components of human resource management include recruitment where an effective kind of human resource management comprises of specific metrics that of recruitment in order to attain measures towards relative success, (Storey, 2016). Induction is another component of human resource management which contributes to employees’ satisfaction and also motivation. Other components of human resource management include staff relations, working environment and staff development. Leaders usually apply various strategies to ensure that they select the best talents especially from new team or employees. Through the job description the leaders highlights the required skills or talent of potential candidate hence ensuring that the people ready to ask or seek for the job qualifies and have the perfect talent needed. Through interviewing leaders are also able to determine and realize those with the perfect or best talents needed in the organization, (Stewart & Brown, 2019).
Through the existing team where leaders may request the current employees to closely work together with the new teams and be able to identify the candidates which are suitable for the position or having the perfect talent, (Armstrong, 2020). Through the social media where the leaders may conduct background checkup through the candidate media account and be able to determine the best in the task. Some tools can be used to select the best talented employees such as application of harver tool which assist to predicate the individual’s job performance. Hire select is also another significant tool that can be applied to select the best talent.
References:
Armstrong, M. (2020). Human resource management practice.
Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
Storey, J. (2016). Human resource management. Edward Elgar Publishing Limited.

To this end, I expect that from the list of readings under “Full References” and “Main Texts” in this outline, at least 10 references are used in your submissionor it will fail. Moreover, of the 10 references, no more than five may be drawn from either of the texts under “Main Texts”.Main texts: Taylor, B, Chang, K and Li, Q (2003) Industrial Relations in China,Cheltenham: Edward Elgar.[HD8736.5.T39 2003]Brown, W and Chang, K. Eds. (2017) The emerging industrial relaitons of China, Cambridge: Cambridge University Press. Full References:Au, L.Y. (2011) ‘Introduction: Chinese SOE Workers in Contemporary China’ in Fan W.D.‘s My 20 Years with a state enterprise, Hong Kong: Globalization Monitor Ltd. pp. 6-30Chan, C. (2010a&b) The Challenge of labour in China: Strikes and the Changing Labour Regime in Global Factories, London and New York: Routledge. Ch. 4 (a), pp. 164-177 (b).Chen, F. (2010) ‘Trade unions and the quadripartite interactions in strike settlement in China.’ The China Quarterly, 201, pp.104-124Cheng, Z. (2014)’The effects of employee involvement and participation on subjective wellbeing: evidence from urban China’. Social Indicators Research, 118 (2), pp.457-483.CLB (2008) Speaking Out: The Workers’ Movement in China, Research Report No. 5. pp. 62-70.Compa, L. (2008) ‘Corporate Social Responsibility and Workers’ Rights’, Comparative labor law & policy journal. 30 (1), p.1-10. FIDH (2013) China’s workers are calling for change. What role should brands play? Report by International Federation of Human Rights, May.Gallagher, M. and Dong, B. (2011) ‘Legislating Harmony: Labour Law Reform in Contemporary China’ in Kuruvilla S., Lee C.K. and Gallagher M.’s Markets, workers, and the State in a Changing China, Ithaca and London: ILR Press. pp.36-60.Hanser, A. (2007) ‘A tale of two sales floors: Changing service-work regimes in China’ in C.K. Lee’s Working in China, London and New York: Routledge. pp.77-97.Harney, A. (2009) The China Price: The True Cost of Chinese Competitive Advantage, USA: the Penguin Group. pp. 33-55Hendrischke, H. (2011) ‘Changing legislative and institutional arrangements facing China’s workplace’ in Sheldon P., Kim S., Li Y. and Warner M.’s China’s Changing workplace, London and New York: Routledge. pp.51-67.Howell, J. & Pringle, T. (2018) ‘Shades of Authoritarianism and State–Labour Relations in China’ British Journal of Industrial Relations, Oct.Lee, C.K., Sheldon, P. and Li, Y. (2011) ‘Employer coordination and employer associations’ in Sheldon P., Kim S., Li Y. and Warner M.’s China’s Changing workplace, London and New York: Routledge. pp.301-320.Li, Q & Taylor B (2008) ‘Regulating death in China’s free market: the case of mining fatalities’ China aktuell -Journal of Current Chinese Affairs, 1 (Feb). Michelson, E. (2007) ‘The practice of law as an obstacle to justice: Chinese lawyers at work’ in C.K. Lee’s Working in China, London and New York: Routledge. pp.169-187.Page, R. (2017) ‘The ACFTU and labour organisations in the reform period’ in China’s International Labour Relations:The Evolution and Politics of China’sInteractions with the International LabourMovement and Overseas LabourOrganisations(PhD, CityU) pp.27-38.Park, A. and Cai, F. (2011) ‘The Informalization of the Chinese Labour Market’ in Kuruvilla S., Lee C.K. and Gallagher M.’s Markets, workers, and the State in a Changing China, Ithaca and London: ILR Press. pp.17-35.Pringle, T. (2011a) Trade Unions in China: The challenge of labour unrest,London and New York: Routledge. pp.11-55.Pringle, T. (2011b) Trade Unions in China: The challenge of labour unrest,London and New York: Routledge. pp.160-182.Salamon, M. (1992) Industrial Relations: theory and practice2ndEd., New York: Prentice Hall. Song, Y. (2012) Regional Collective Contract System in China.pp.11-34 & 207-216.Tang, B. (2011) ‘Change and continuity in china’s urban workforce: Recent trends’ in Sheldon P., Kim S., Li Y. and Warner M.’s China’s Changing workplace, London and New York: Routledge. pp. 71-92Taylor, B. (2002) ‘Privatisation, Markets and Industrial Relations in China’, British Journal of Industrial Relations, 40.2. pp. 249-272. (Jun).Taylor, B (2012) ‘Supply chains and labour standards in China’ Personnel Review41.5 pp. 552-71. Taylor, B. (2015) ‘Chinese Labour Law: examining the impact of disputes resolution legislation’, Development Workshop organised by The Journal of Management Studies (JMS) and the Society for Advancement of Management Studies (SAMS), Renmin University, Beijing, 11 June.Taylor, B. (2017) ‘The Party’s Policy towards Workers’ in Willy Wo-lap Lam (Ed.), Handbook of the Chinese Communist Party, Abingdon: Routledge, pp. 219-31. Taylor, B. (2018a) ‘China’ in Stefan Berger, Ludger Pries and Manfred Wannöffel (Eds.) The Palgrave International Handbook of Workers’Participation, Basingstoke: Palgrave. Taylor, B. (2018b) ‘Employee (Labour –Management) Relations’ in Ali Farazmand (Ed.) Global Encyclopaedia of Public Administration and Public Policy, Cham: Springer International Publishing AG.aylor, B. & Li Q. (2010) ‘China’s creative approach to ‘union’ organising’ Labour History51.3 (Aug)Taylor, B. & Li, Q. (2017) ‘Chinese Government Regulation of Labour Disputes: adding water to an oil fire’, BAM2017 Conference (British Academy of Management), Warwick U., UK 5-7 Sept.Wong, M (2008) Voices from Below, Hong Kong: Asia Monitor Resource Centre Ltd. pp.52-57. [HD8736.5 .L332 2008]Zajak, S. (2013) ‘Transnational private regulation and the transformation of labour rights organizations in emerging markets: new markets for labour support work in China.’ Journal of Asian Public Policy, 6 (2), p.178-195.

If a company wants to implement an enterprise application, it had better do its homework. Discuss the implications of this statement. Post two comments to your peers
Discussion Question
1- What are the benefits and costs, or advantages and disadvantages, of autonomous driving technology to various corporate stakeholders and society?
2- Are the threats of harm from autonomous vehicles simply an acceptable risk, especially when compared to fatalities caused by human-driven vehicles?
3- What steps could business, government, or individual drivers take to reduce the risk of hacking in autonomous vehicles?
4- Do you think federal or state governments should regulate the emergence of autonomous driving technology, and if so how?
5- f you were the chief technology officer of a company that was developing autonomously driven vehicles, what steps would you take to manage this technology appropriately?
6- In what ways were consumers (car owners) harmed by Volkswagen’s actions?
7- Did Volkswagen violate any U.S. consumer protection laws, and if so, which ones?
8- What were the potential benefits and risks to Volkswagen of its decision to defraud consumers and regulators?
9- If you were an owner of a VW, Audi, or Porsche vehicle equipped with a defeat device, what would be your options?  What would you choose to do, and why?
10- What are the advantages and disadvantages to consumers of a class action lawsuit of the kind described here?
11- Was the settlement fair to consumers, or not?

First response :
Enterprise applications are internal Web applications or software used by medium and large enterprises to monitor, report, forecast, collaborate, and optimize specific lines of business. Basically, enterprise applications rely on various types of open platform systems. They are not independent, and most of these applications are connected to each other. They interact with each other at different levels, but they are also likely to connect these applications with other enterprise-related applications. This constitutes a complex structure spanning distributed enterprise intranets and Internet application clusters. When the company is applying the enterprise application, it can streamline operations and reduce waste. It also encourages companies to improve the quality of products and services to help reduce waste and customer complaints. In addition, it encourages internal communication and improves employee morale.

Enterprise applications are not easy to implement. There are numerous case studies about the failure of the organization due to ERP implementation. Due to the high cost of ERP implementation, Fox-Meyer Pharmaceuticals continues to go bankrupt. In addition, Waste Management Inc, Nike, Dell, and Hershey also withdrew their ERP implementation projects after suffering a huge loss of 100 million U.S. dollars. There are many cases of failure of ERP implementation and the most common cause is lack of clarity on requirements. `So if an organization wants to implement an enterprise application, it must do its homework and identify needs and priorities. It should then ask various vendors for an analysis of those requirements and if they can be designed in the ERP package. If not, you can customize it to solve the demand. Customizations should be avoided as much as possible because of their high cost of maintenance. If the standard enterprise package does not support the requirements, the organization should consider changing the business process. However, in some cases, these business processes have a competitive advantage, and organizations should not change them. For example, due to the failure of the ERP implementation project, the waste management company suffered losses of up to 100 million U.S. dollars and took legal action against their ERP supplier SAP.

Second response :
This statement implies that when a company wants to implement an enterprise application, there is a lot of footwork involved. Enterprise applications cover a wide and complex array of business operations, therefore a company first needs to research its own needs and goals for implementing the software in the first place. After it identifies its goals, a company will need to weigh the options of whether implementing an enterprise application is more beneficial than harmful to the company; and above all, which one, if not all, will it benefit most from, or which one is most crucial to their daily operations if it decides to proceed? For example, some companies might benefit from an integration of an amalgamation of enterprise applications, such as a restaurant, where enterprise resource planning, supply chains, and customer relationships are all intertwined. However, a luxury chair manufacturer might be more focused on supply chain management, even if it can utilize other forms of enterprise applications. Why? Because a manufacturer’s business heavily relies on the production of goods; if the supply chain is not optimized to its best capability, it will fail to operate efficiently. This will affect its sales and its customer relations. However, a strictly retail company, that also depends on an efficient supply chain, might want to focus more on customer relationship management. This is because customers and sales are the main focus of daily operations. Finding out what the customer wants to buy and how they like to buy it are detrimental to a retail sales business. Without that information, even if their supply chain is beyond up to par, they will lack an important component of information to ensure success in their business. That is why a company looking to implement an enterprise application better do its homework. There are different priorities and necessities according to the hierarchy of a company’s daily operations and business goals.

Prepare a 2-3 page business report in which you analyze your
leadership strengths and develop a statement of who you are as a leader. Introduction This portfolio work project helps you define who you are as a
leader. It is something that would be useful to you in annual
performance reviews or to use as a reminder of your strengths and best
qualities. Scenario Your leader is interested in your development as a leader in your
organization. You have recently taken a variety of self-assessments
designed to better understand your strengths, areas of improvement,
communication ability, and values. Your leader would like you to spend
some time reflecting on the results of your assessments and gathering
some additional information from those who know you best. Your Role Your role is to prepare a report in which you review and reflect on
your strengths; collect additional information from 3–5 colleagues,
friends, or others who know you well; and create a portrait of yourself
as a leader. Preparation This assessment requires you to collect feedback from 3–5 people who know you best.Because not everyone is likely to respond, you should identify at
least 10 people to ask. Choose a variety of people who have had extended
contact with you, such as: Colleagues (former or current), such as vendors, customers, or board members.Friends (old or recent), neighbors, or fellow volunteers.Family members.Others who know you well. Be creative in your choices. Try to give your respondents sufficient time to respond. You can create a feedback form or keep it simpler.The questions you should ask are: Who am I when I am at my best?Can you provide a specific example of a time when I was at my best? You can reach out by phone, e-mail, text, or in person. Analyze your leadership strengths. Requirements For this paper: Discuss the strengths, skills, and other positives that were
revealed in the assessments that you took. Do these strengths surprise
you or reinforce what you already thought? How do you use these
strengths currently? Be sure to clearly explain which assessment gave
you the information and cite the assessments in APA format.Discuss your strengths further by summarizing the responses you
received and relating how what you learned from the people you talked to
and the assessments fits in with what you already knew about yourself,
and with the work you currently do or hope to do in the future.Develop a statement of who you are as a leader, based on your
analysis. This statement should include your values, strengths, goals,
and more. You should include in your statement who you want to be as a
leader—what you aspire to become. This way, your statement becomes your
own vision of who you want to be and an affirmation to help you grow.Describe some of the areas that you learned are growth
opportunities (where you did not perform so strongly). How did you feel
about this? What areas do you feel are most important to strengthen?
What steps might you take to do so? Deliverable Format Your deliverable is a 2–3-page business report. Business reports are
formatted differently from academic, APA formatting. For information
about the differences, refer to the MBA Program Resources on the left
side of the courseroom navigation panel. Once you click this tab,
several options will appear in the middle of your screen. Click the
Writing option. You will want to review the MBA Academic and
Professional Document Guidelines. Note that this business report MUST be
single-spaced, professionally formatted, and organized with ample
headings. Because this is a personal reflection, you may write it in
first person. Related Company Standards The Defining Yourself As a Leader business report is a professional
document and should therefore follow the corresponding MBA Academic and
Professional Document Guidelines, including single-spaced paragraphs. In
addition to the report, include: Title page or a heading at the top of the first page with title, date, and your name.Conclusion.References page (if applicable).APA-formatted references (if applicable). You might consider using the following outline: Introduction (tell the reader what this paper is about. Do not assume that the reader knows what the assignment is).My Strengths (detail which assessments you took and what strengths and values were revealed).Leadership Statement (create a statement of who you want to be as a leader—make it aspiring, like an affirmation).Growth Opportunities (detail the areas where you have yet to grow and discuss some plans for achieving that growth).Conclusion (wrap up the paper effectively).References (in APA format. Be sure to cite the assessments that you took, and any readings that are applicable). Evaluation By successfully completing this assessment, you will demonstrate
your proficiency in the following course competencies through
corresponding scoring guide criteria: Competency 1: Analyze the strengths and behaviors of successful leaders.
Analyze personal leadership strengths.Develop a personal leadership statement that includes purpose and values as a leader. Competency 2: Apply leadership strengths and behaviors to workplace situations.
Describe how you use your strengths in the workplace or plan to
in the future and how you will develop your weaknesses to become
strengths. Competency 4: Communicate effectively through academic and professional writing.
Develop text using organization, structure, and transitions that
demonstrate understanding of the relationship between the main topic
and subtopics.Convey clear meaning in text through sound grammar, usage, word choice, and mechanics. Faculty will use the scoring guide to review your deliverable as if
they were your boss. Review the scoring guide prior to developing and
submitting your assessment.