you explored several theories of human development including a psychodynamic theory advanced by Freud which was later built upon by Erikson. Although the initial stages of Erikson's work parallels Freud's, Erikson's theory introduced three adult stages resulting in a more comprehensive lifespan view of psychosocial development.

In your initial post:

1. Apply Erikson's theory to your own development and identify which of Erikson's developmental stages you are in currently.
2. Based on your experiences or what you have witnessed in others, suggest a new stage of development to further Erikson's theory. Be sure to give your new stage a name, describe its characteristics (age span, behaviors, challenges, etc.), and ensure that it's clear where it would be inserted into Erikson's existing stages.
3. Describe whether or not you have achieved the goal of your newly created developmental stage.

Pathway of an Oxygen Molecule as it Travels Through the Human Body

Any two human beings typically have an estimated 0.1% difference in their nucleotide sequences, which is equivalent to about 3 million nucleotide differences. These differences are the basis of the SNPs used to construct genetic linkage maps and are the basis for genotyping at 23andMe and Ancestry.com. Some of these SNPs actually lie in the region of the DNA that codes for protein, yet they have no effect on the phenotype of individuals carrying the SNP on both homologous chromosomes.

Provide three plausible explanations for how some SNPs can lie within the portion of the DNA that codes for the protein and yet have no discernible effect on the protein’s activity.

5. Haak et al. (2015) found by admixture analysis of ancient and modern human DNAs that a massive wave of genetic ancestry linked to the steppes of southern Russia first appeared in Europe in the late Neolithic. Moreover, this “Russian steppe” genetic component has remained significant in most European nationalities ever since. Describe more specifically what experiments they performed, how their admixture analyses were structured, and how their results were interpreted. What were the implications of these results for the spread of Indo-European languages across Europe?

Source: here --> Haak, W. et al. (2015) Massive migration from the steppe was a source for Indo-European languages in Europe. Nature 522, 207-211

Psychologists have discovered that human beings experience several different states of consciousness during the course of a day. For example, people have times when they are especially alert and times when they are awake but not alert, often called "daydreaming." Also, while people are asleep, they experience different stages of sleep, each characterized by different patterns of brain and bodily activity.

In a multi-paragraph essay, discuss the different states of consciousness that you have experienced in the past 24 hours, including any periods when you were asleep, alert, or "daydreaming." Be sure to describe both the brain and bodily activity you experienced during each state of consciousness. Include information from class materials, readings, and research on states of consciousness to support your discussion.

Death is the most difficult loss human beings experience.

What if:
death was on your doorstep....you have the right to make decisions about your end-of-life situation.

1. What are your personal feelings related to quality versus quantity of your life? Support your response.

2. Would you consider assisted suicide? Why or why not? Support your response.

3. What techniques will you use to communicate your intentions to your family? Provide an example. Will they assist you in your decision.......do you think?

What would you wish to include in your obituary (a notice of the death published in newspapers)? Be specific.

4. Write your own obituary, imagining at what age you would die, and what will have happened in your life (education, jobs, family) between now and the time of your death.

5. What funeral arrangements will you make? Funeral, plot, headstone......who pays for it? Burial site? Cremation? Body donation? Support your response.

Human Resources Development.

Question 1

Read the article below and answer the questions that follow.
Interview article: “Millennials” The Architects of Employee Experience
Mike DiClaudio, Principal Advisory at KPMG, explains to readers why millennials, the original “digital natives” are pioneering the Employee Experience in organisations and how artificial intelligence (AI) is becoming an inevitable part of modern HRTech toolkit. Mike is an expert across the full HR value chain, including strategy development, organisational design, technology selection and implementation, and, overall HR transformation.

HR Technology has historically been organisation-centric. With “consumerization” of the workplace, how do you see technology addressing unique employee needs?
Our relationship with technology doesn’t end when we walk into work, so as digitization happens in the marketplace, employees will expect that technology at work will be simple and intuitive, no matter where they are. Technology specific to Human Resources will help business and HR leaders improve current and prospective employees’ experiences in a variety of ways, including speeding up the recruiting process, improving training and development opportunities, and fostering greater collaboration and productivity. Most important, it will help employees complete their jobs more efficiently, especially as AI, intelligent automation and connected devices become more integrated into the workforce.
Where do most organisations sit on the employee experience maturity curve? Why is that?
Many organisations are starting to see the importance of the employee experience, but there is still work to be done. Improving their overall brand is no longer enough to attract talent. A shift has been occurring in the workplace since millennials entered the workforce, and it’s continuing as millennials comprise more managerial positions while Gen Z takes entry-level positions. Understanding the shifting expectations requires businesses to not only evaluate this from an organisational perspective, but, keep the approach human-centric. They must listen to their employees so they can implement the programs, training and experiences that will not only attract talent, but retain them over time.
Employee experience is set to be the new competitive advantage. How can employers leverage AI to fuel differentiated employee experiences?
Employers can leverage AI to create differentiated employee experiences in a variety of ways and we expect to see more possibilities as the technology evolves. Three immediate ways we see AI impacting the experience are to develop personalised compensation packages based on an employee’s role, preferences, and productivity; uncover insights on workplace trends and challenges, which can then be used to create stronger rewards programs.
Organisations need to start by defining the moments that matter to the employee most and enhancing these experiences at the critical touchpoints that influence what employees think and do. Alternatively, when companies uncover friction points across the employee lifecycle, these often are opportunities to think about their technology strategy and where they may be able to leverage capabilities to improve the experience – whether this is digital, social or environmental. Embedding AI into a company’s unique Employee Value Proposition is no longer an option, but required, to not only deliver on the talent brand, but drive engagement.
How is the enterprise work culture changing in response to the needs and demands of generational groups like Millennials and Gen Z and what role do you see technology playing to engage them more meaningfully?
Millennials and Generation Z (Gen Z) are digital natives, accustomed to convenience and desire by meaningful experiences. They bring these same expectations to the workplace. Just as they will abandon their shopping cart if the checkout process is too complicated, millennials and Gen Z will look for up-to-date and intuitive technology within the workplace. New technology can help with something as simple as offering online training and development, and as complex as eliminating “busy work” through automation. By using technology to eliminate menial tasks, employees will be elevated to more strategic responsibilities and thus, more engaged.

How does business culture, including HR, need to evolve to accept the full promise of predictive workforce?
Employees at every level of an organisation will need to embrace the idea that advanced technology will change the way they work, but, will not replace them. In fact, KPMG’s 2018 Global CEO Outlook survey reveals that 62 percent of respondents said AI and robotics technologies will create more jobs than eliminate them. Additionally, employees will need to understand how technology will enable them to focus on outcomes rather than tasks. For example, automating the candidate sourcing could cut the process down from three days to 10 minutes, giving HR leaders time to focus on other things that could add value to their organisation like developing a new performance management technique or onboarding process. These opportunities will allow employees to reinvent and diversify their career paths, and ultimately position them for more dynamic work experiences..

How can smaller companies leverage technologies like AI and ML to punch above their weight when it comes to their employees?
Technologies like AI and machine learning help businesses work smarter. Smaller companies that may have fewer resources can benefit from these in offering more personalised compensation packages and strengthening their rewards programs. Furthermore, AI can help these companies find candidates who are a better fit for open positions, saving them time and resources in interviewing prospective employees.

What are some of the biggest pitfalls you see organisations making when executing their employee experience strategy?
One of the major hurdles is understanding just how crucial the employee experience has become in attracting and retaining talent, and that it is an evolving journey. Trends and technology will change, and with the employee experience should evolve with that.
HR leaders need to look beyond an employee’s function in the organisation to the totality of their experience. From hiring and onboarding, to manager and team dynamics, to how they perceive company culture, and more, every touchpoint plays a critical role in shaping an employee’s experience. Big data and AI will help paint this picture for executives so they can better attract, understand and retain employees.

What are the essential skills for HR leaders in the digital age?
HR leaders in the digital age will have a more holistic understanding of technology’s impact on the employee experience. This ranges from using technology to help recruit candidates, to suggesting tools to make an employee’s job more efficient. As these skills evolve, there will be new specialist positions; for example, what I call the “Workforce Shaper.” The person in this role will be responsible for understanding the talent a business needs to succeed and the best way to fill this role with human talent, both permanent and flexible, and with technology solutions. Equally important, the “Employee Experience Architect” will work hand-in-hand with the Workforce Shaper to build an experience that meets the real-time demand of the organisation’s workforce.
Source: https://www.hrtechnologist.com/interviews/culture/millennials-the-architects-of-employee-experience/

1.A. Strategic HRD plans must be flexible enough to accommodate changes in the environment. Keeping this in mind, discuss the implementation of strategic human resource development for your organisation (or an organisation of your choice), factoring in the increasing presence of millennials, as inferred in the article.

1.B. As these skills evolve, there will be new specialist positions; for example, what I call the “Workforce Shaper.” The person in this role will be responsible for understanding the talent a business needs to succeed and the best way to fill this role with human talent, both permanent and flexible, and with technology solutions. With reference to advancing challenges described in the article, discuss the relevance of talent management and its processes for your organisation (or an organisation of your choice).

You are a nurse caring for a 26-year-old male positive for Human Papillomavirus (HPV) and recently diagnosed with head and neck cancer. Based on your knowledge of the pathophysiology of this disease process address the following:

• Thoroughly explain the epidemiology of the disease process. Examine each of the following three elements:) The cultural; 2.) The financial; and 3.) The environmental implications related to this disease process. Support all three with a scholarly source!
• What would 3-5 priority nursing interventions be for the client with this disease process? This can include labs and diagnostics. What are the critical indicators? Support with a scholarly source.
• Provide three areas of patient education you feel are critical to teaching the client with a diagnosis of this disease. Consider medical product safety and the length of time the client has had the disease. Support with a scholarly source.
• What members of the interdisciplinary team need to be included for holistic patient-centered care? Provide a rationale and Support with a scholarly source.

Human papillomavirus (HPV) is the etiological agent for multiple forms of cancer, including cervical, oropharyngeal, penile and anal cancers. Of these, HPV-mediated cervical cancer is the most common. Primary HPV infection occurs in undifferentiated columnar cells of the cervical basal epithelium, the endocervix. Conversely, virions egress exclusively from terminally differentiated cells comprising the outer layer of the cervical epithelium, the ectocervix. Thus, the virus relies on proliferation and subsequent differentiation of endodermal cells up the cervical epithelial wall for the production of new virions. To ensure this process occurs, HPV encodes two proteins, E6 & E7, to inhibit apoptotic pathways and promote cellular proliferation, respectively. E6 binds to and inactivates p53 while E7 binds to and inactivates retinoblastoma protein. In over 80% of HPV-mediated cervical carcinomas, the viral genome integrates into the host genome. Ultimately, this causes unregulated production of oncoproteins E6 & E7 and cancer arises as a result of this overexpression.

d) What would be the result of p53 inactivation with respect to the cell cycle?

e) P53 not only has a role in the DNA damage response but also in the intrinsic apoptotic pathway. Explain how p53 can promote activation of the intrinsic apoptotic pathway.

design a holistic strategy for your human resources system that includes age-neutral hiring and a succession plan for knowledge transfer from older workers to younger workers. we may use a company that we are currently working for or you may use a fictional company, or we may design this for our ideal company. Make sure that as we design the strategy and policy, that we make a case to senior management as to why it will be valuable to the company to make these changes. I need a clear strategy framework please. I need a detailed answer as well