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Also there is sample paper in the document. 

Argument Profiles

You need two arguments – one pro and one con – for your HR “hot” issue. The arguments do not have to be “opposing” but can be if it fits the situation. An example of “opposing” arguments is ‘the practice increases productivity’ (pro argument) and ‘the practice decreases productivity’ (con argument). Many topics/issues may not have evidence on two sides of an argument.

Use 12 point Times New Roman font with 1-inch margins (single or double-spaced). Do not use more than one direct quote (preferably none – paraphrase in your own words). Three sources per argument is good but two really good sources is adequate to receive all points. Use in-body citation (MLA or APA) in addition to listing the sources following the paragraph (see below). The grade will be dependent on (1) whether or not the arguments make sense (how effectively you frame the argument), (2) the adequacy of the supporting evidence, (3) the adequacy of sources cited, (4) the quality of the writing including organization, grammar, sentence structure and spelling, and (

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) following directions.

I expect that some of the team members will have similar arguments based on their separate research. However, I also expect that each of you has done his/her independent research for the project and if it appears there is significant overlap in the writing of the arguments, it might lead me to suspect cheating. Thus, be careful to do this work on your own. Also, the more separate arguments you have for your presentations, the better. This gives the team an opportunity to explore different arguments.

FORMAT

The sources should be adequately cited which means that at a minimum the reader (your instructor) can trace the information. Suggestions for citation of sources:

Journal Article: Author (s) (last name, initials) (year). Title of article. Title of journal in italics, volume and issue number (e.g., 51(5)), inclusive page numbers.

Website: Lynch, T. (1996). DS9 trials and tribbleations review. Retrieved October 8, 1997, from Psi Phi: Bradley’s Science Fiction club Web sites:

http://www.bradley.edu/campusorg/psiphi/Ds0ep/503r.html

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Topic Statement: e.g., Affirmative Action plans are appropriate tools for achieving diversity in the workplace.

(1) Pro Argument: e.g., Affirmative Action benefits the people it was intended to benefit.

Frame the argument in a 100 – 200 word paragraph. Be sure to provide supporting evidence (e.g., statistics, case law, etc.).

Sources used to support the argument must be listed following each argument.

(2) Con Argument: e.g., Affirmative Action leads to feelings of low self-efficacy.

Frame the argument in a 100 – 200 word paragraph. Be sure to provide supporting evidence (e.g., statistics, cases, case law, etc.).

Sources used to support the argument must be listed following each argument. (1)

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Topic Statement: Wellness Incentives (e.g., bonuses for losing weight) are an effective tool for managing productivity including health care costs.

Pro Argument: Wellness Incentives are an effective tool for improving employee health.

Research about the outcomes of wellness programs (e.g., financial gains, health benefits) in workplaces has produced varying outcomes (Goetzel, Henke, Tabrizi, Pelletier, Loeppke, Ballarad et al., 2014). In their review of 30 years of studies on wellness programs, however, Goetzel et al. (2014) found that well-designed and executed programs produced positive health benefits and financial gains. For example, one study (LeCheminant & Merrill, 2012) found that healthy behaviors (e.g., frequency and volume of exercises, consumption of vegetables and fruit, increased requests for health coaching) improved and continued over time for those participating in wellness programs. Ott-Holand, Shepard, and Ryan (2017) found wellness programs were associated with higher performance and lower turnover behavior, suggesting healthier employees. Chapman’s (2012; see Goetzel et al., 2014) meta-analysis found 25% lower medical and absenteeism expenditures for wellness program participants versus non-participants. Thus, multifaceted, well-designed wellness programs are likely to increase the health of employees and have resulting positive outcomes.

Chapman, L.S. (2012). Meta-evaluation of worksite health promotion economic return studies: 2012 update. American Journal of Health Promotion, 26(4).

http://dx.doi.org/10.4278/ajhp.26.4.tahp

Goetzel, R.Z., Henke, R.M., Tabrizi, M., Pelletier, K.R., Loeppke, R., Ballarad, D. W. et al. (2014). Do workplace health promotion (wellness) programs work? Journal of Occupational and Environmental Medicine, 56(9), 927-934.

LeCheminant, J.D. & Merrill, R.M. (2012). Improved health behaviors persist over two years for employees in a worksite wellness program, Population Health Management, 15(5), 261-266.

Ott-Holand, C.J., Shepard, W.J., Ryan, A.M. (2017). Examining wellness programs over time: Predicting participation and workplace outcomes. Journal of Occupational Health Psychology,

http://dx.doi.org/10.1037/ocp0000096

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Con Argument: XXXX

(repeat)