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Based on the assigned readings, complete the following to prepare the paper: • Write a 5-page paper in APA

Based on the assigned readings, complete the following to prepare the paper:

• Write a 5-page paper in APA 7 format (not including the title page and reference page) to assessing decision-making options.

• Use Case #24 and address the opportunities for decision-making across the continuum of the school district.
****Pretend you are the Superintendent in order to do so.****

• What would you want to accomplish in helping shape a school vision that incorporates input from key players in the school and community?

* You must use the 2 resources below to address the paper and 3 other peer-reviewed scholarly articles of your choice to support and address the topic. The resources below will be uploaded.

***This paper must have an INTRODUCTION AND SUMMARY. Also, the proper CITATIONS must be used throughout the paper.***

1. Educational Administration: Theory, Research, and Practice
Hoy, W. K.,

What is the most important foreign policy issue facing the United States

What is the most important foreign policy issue facing the United States today? Why?

Student’s Name

Institutional Affiliation


Instructor’s Name


The United States’ relationship with China is the most pressing foreign policy issue of our day. Currently there is disagreement between the two countries because of China’s response to the Wuhan Coronavirus epidemic and the China-US trade agreement.

The United States’ relationship with China is the most pressing foreign policy issue of our time. The China-United States trade agreement has been a source of contention between the two countries. Analysts claim that China’s economy suffered as a result of the agreement’s signing, and China wants to change a portion of it (Sherman, 2020). Trump and the United States believe the deal is one of the best they’ve ever negotiated in recent years. Suppose the United States stopped doing business with China.

In the next decade, if tariffs were fully implemented, the United States would miss out on $1 trillion in potential growth. The United States could lose up to $500 billion in GDP if it sells half of its direct investment in China. The capital gains of US investors would be wiped out, costing them $25 billion a year. The Chinese government and the Communist Party’s counterintelligence and economic espionage efforts pose a serious threat to the United States’ democratic values and economic prosperity. China’s handling of the Coronavirus outbreak has also strained relations between China and the United States. The virus has slowed global economic growth as a result of China’s delay in alerting the rest of the world. China and the United States’ relationship has been strained by all of these issues, which analysts believe needs to be repaired quickly.


Sherman, N. (2020). US-China trade deal: Winners and losers. Retrieved 15 July 2020, from


Based on the assigned readings, complete the following to prepare the paper: • Write a 5-page paper in APA Writing Assignment Help CHAPTER FOUR



This chapter entails data analysis, interpretation, and presentation. The purpose of the study was to establish the influence of human resources management on the Financial Performance of Multinational Commercial Banks. Data was acquired through descriptive and inferential statistics. The data sources were from the questionnaire, for this research proposal uses closed-ended questions and has two sections which are respondent profile and personal information and purchasing information. Data was collected based on the variables of the study, that is [employees’ performance] portrayed by the human resource planning, recruiting and selection, training, and development, remuneration and reward, and employees’ interactions.

General Information

Years of Service with Current Employer

According to the chart below, most respondents have worked for the multinational banks for more than six years. Twenty nine percent of the respondents had worked at the banks for two to six years while same percentage had worked for less than two years. This is a clear indication that the respective human resource practitioners had extensive experience working at the banks hence were in a better position to respond on the impact of the human resource practices to the performance of the banks.

Chart 4.1 Years of Service

Bank Size

According to the below chart, thirty eight percent of the respondents reported that their multinational banks have over two hundred employees, forty two percent have below fifty and twenty one percent have between fifty-one to one hundred employees.

Chart 4.2: Bank Size

Human Resource Practices

Human Resource Planning

Human Resource Planning Practices Mean Scores

HRP Practices



Std. Deviation


For more than a decade, my bank has been engaged in strategic HRM planning.





My bank’s human resource plans are linked to the overall strategy of the bank..





Our bank’s human resource plans can serve and meeting the bank’s ultimate purpose.





Valid N (listwise)




This chapter discusses the results about the impact of Human Resource Management Practices on Multinational Banks’ Financial Performance.


The aim of the study was to explore the impact of Human Resource Management Practices on the Financial Performance of Multinational Banks. Findings of the study findings are based on various human resource management practices namely HR planning, recruitment and selection, reward management, training and development, and career planning.


Human Resource Planning is a crucial human resource management activity that ensures Multinational Banks get the right number and types of workers in the right places, capable of successfully and efficiently carrying out their obligations. HRP programs that are implemented on a regular basis help banks manage labor risks associated with high staff turnover rates and changes in both internal and external organizational environments. HRP helps banks accomplish their overall financial performance goals by ensuring that their workforce is optimal and adaptive at all times. Human resource planning occurs at a variety of levels, including corporate, intermediate, and operational levels, as well as for short-term objectives. A successful human resource planning exercise should involve input from all departments as well as the organization’s performance strategy. It also requires the assistance of top management, which provides proper policy direction and commits sufficient resources to support the set business objective. By conducting human resource demand and supply projections, human resource planning objectives, the design of human resource planning programs, and the evaluation of human resource planning programs, human resource planning should be linked to the larger organization’s performance strategy.

Employee recruitment and selection is a significant HRM practice that has a substantial impact on the success of a bank. Ineffective recruiting and selection processes result in the hiring of less competitive workers who lack the requisite skills to carry out the bank’s job responsibilities. These have a detrimental impact on a bank’s financial performance because multiple expensive recruitment exercises are carried out on a regular basis, rising the total cost of recruitment expenditure and lowering the bank’s profit margin. A lack of an effective recruiting and selection policy that meets the bank’s strategic difficulties impedes the recruitment of competitive staff, preventing the bank from meeting its performance goals. It should be noted that job analysis, job description, personnel specification, and job placement are the major aspects impacting the employee recruitment and selection process in banking organizations. The method by which the organization controls these issues has a substantial impact on the effectiveness and success of the recruitment process in increasing the realization of higher bank financial performance.

Performance management is a crucial human resource management method that aids in determining an employee’s performance inadequacies and the activities that should be taken to improve the person’s level of performance. The lack of periodic performance assessments makes it difficult for bank management to recognize workers’ performance flaws and strengths, making it impossible to adopt a performance management strategy that is consistent with the bank’s overall performance strategy. Ineffective performance appraisal methods have a detrimental impact on identifying employees’ performance needs, resulting in the realization of a bank’s financial performance drop. Bank human resource managers can use performance appraisal to establish promotion strategies for productive employees. In this strategy, inefficient staff may be sacked or demoted as needed. Performance appraisal aids in the development of employee remuneration packages. Performance evaluation enables merit grading. The goal of performance appraisal is to assign a monetary value to a performance. Performance evaluation is used to decide pay packages that include bonuses, high wage rates, supplemental perks, allowances, and pre-requisites. The criterion should be merit rather than seniority. Human resource management can design training plans and programs with the use of a structured procedure of performance evaluation. It aids in the examination of an individual’s strengths and weaknesses, allowing new jobs to be created for efficient workers. It also helps with future growth planning.

Employee incentive schemes have contributed significantly to enhanced bank performance. Employee incentives can be both real and intangible, such as monetary bonuses, recognition, increased decision-making authority, or the potential for professional development. Positive employee recognition provides numerous benefits to a company, one of which is enhanced staff retention. Employee incentive programs encourage employees to strive for higher levels of performance. Employee morale improves as a result of reward systems, which leads to increased job satisfaction and participation in the execution of bank job task functions. Effective reward systems, such as transactional and relational rewards, play an important role in reducing employee turnover and keeping competent individuals to complete organizational job task duties. This results in improved bank service quality and a competitive advantage in the target market, which leads to improved financial performance as a result of increased sales revenue. Effective reward systems are supported by the creation of award rules that link a bank’s incentive practices with its overall performance strategy. This allows the bank to deliver bigger benefits to employees, such as cash bonuses and job promotions, in order to compensate for their efforts, resulting in increased employee job satisfaction.

Training and development is a crucial human resource management activity that supports Multinational Banks in achieving enhanced financial performance. However, the absence of a well-established training and development policy that is linked to the bank’s overall performance plan makes it difficult for the bank’s human resource management to deliver training and development programs that contribute to increased bank performance. Training and development should give bank employees with additional information and abilities on how to perform various bank job tasks activities, resulting in increased employee productivity. Training comprises developing employees’ abilities and knowledge in order for them to do a specific job. Training aims to increase employees’ performance in their current jobs while also preparing them for future jobs. Learning is an important outcome of training. Training programs should aim to: prepare employees to meet the varying and challenging needs of the job and organization; provide knowledge and skills to new entrants and assist them in performing their role and job well; coach employees for more complex and higher level jobs; and educate employees on new and innovative ways and techniques of performing job duties.

Career planning needs both corporate and individual accountability. Individuals must identify their aspirations and abilities, and understand their training and development needs through assessment and counseling; organizations must identify their needs and opportunities, plan their employees, and ensure their staff has the necessary information and appropriate training for career development. Career planning is critical to achieving increased financial success in banking institutions. Career planning is the central process in career management; it translates all of the information provided by the organization’s requirements assessments, performance and potential assessments, and management succession plans into individual career development programs and general management development, career counseling, mentoring, and management training arrangements. The approaches for career planning are constantly determined by the needs of the organization. They must understand, however, that disregarding human needs will not meet corporate needs. Diversity management must be a consideration in career planning. Individuals are more motivated by organizations that react to their aspirations and needs; individuals can grow, adapt, and seek new directions if given the right opportunity, support, and guidance.


Human Resource Planning

Human resource management should implement strategic human resource planning programs that are tied to the overall bank strategy to guarantee that human resource planning contributes to the enhancement of Multinational Banks’ financial performance. Human resource plans should be longer than ten years in order to aid in the development of new skills, the upgrading of current ones, organizational transformation, and the management of uncertainties and risks induced by large changes in environmental conditions in the medium to long term. Banks should carry out human resource planning by performing the following activities: forecasting human resource demand and supply, setting human resource planning objectives, designing human resource planning programs, and evaluating human resource planning programs.

The outcomes of a human resource environment scanning procedure should be included into the human resource planning process to successfully forecast human resource demand and supply. This could involve a demographic analysis to determine present and future human resource needs, such as the number, knowledge, skills, and competences of workers required to achieve the ministry’s objectives. Multinational banks should establish defined HRP goals. Human resource planning must leverage personnel recruitment, development, and retention to fulfill corporate human resource planning objectives. It must also assess the current workforce and consider how it relates to future job requirements. Human resources can use many sorts of planning to fulfill future labor requirements by attracting, training, and retaining quality employees.

Multinational Banks should use a competency-based management approach to support the integration of human resource planning with business planning by allowing organizations to assess current human resource capacity based on competencies against the capacity required to achieve the organization’s vision, mission, and business goals to improve the effectiveness of designing and implementing human resource planning programs. Finally, the bank’s human resource management should evaluate HRP programs using computerized human resource planning processes, evaluation and monitoring systems that collect and report updated data on progress toward achieving human resource planning objectives, as well as whether or not HRP programs are aligned with the bank’s overall strategy.

Recruitment and Selection

Assist banks in enhancing their financial performance through the recruitment and selection process. Human resource management at the bank should create a recruitment policy that is in line with the firm’s overall strategy. The techniques of recruitment used by the bank should always be in conformity with the policy’s requirements.

To improve staff recruitment and selection, banks’ human resource management should design and implement effective job analysis methodologies. Banks should implement computerized job analysis systems, such as Enterprise Resource Planning Systems and other human resource information management systems. All organizational job task functions should be adequately identified and characterized by the bank’s human resource management, and actions should be done to ensure that all job task functions correspond to the job title. The bank’s human resource management should undertake rigorous personnel specifications to ensure that all employees hired for various job positions fulfill all of the firm’s criteria. Finally, the bank’s human resource management should develop and implement an effective job placement program to avoid organizational disturbances during the transition of responsibilities from departing or old employees to newly hired personnel. The company should create strategies to manage job mobility and human churn to alleviate job placement concerns.

Performance Management

Multinational banks should conduct frequent performance appraisals to improve performance management by putting in place performance appraisal processes that are aligned with the bank’s overall strategy. Maintaining records in order to determine compensation packages, wage structure, and salary raises; identifying employees’ strengths and weaknesses in order to place the right men on the right jobs; maintaining and assessing a person’s potential for further growth and development; providing feedback to employees regarding their performance and related status

Reward Systems

To ensure that multinational banks’ employee incentive programs lead to improved financial performance. Human resource management should create and implement an active reward policy that is in line with the bank’s overall objectives. Employee benefits should be appropriate to their efforts, according to the reward policy. Employee incentive schemes should aid multinational banks’ management in achieving their goals. However, Multinational Bank HRM should first identify stated incentive objectives before establishing physical and intangible reward systems. Important goals like employee retention and work happiness, performance growth, and employee motivation should be prioritized since establishing the desired outcome of employee reward programs makes them simple to achieve.

Training and Development

To boost training, multinational banks should have an active training and development policy for its employees. The training and development policy should be in line with the bank’s overall strategy. The following stems should be accepted by bank human resource management in order to strengthen training programs. The training needs of each employee should be determined. It is necessary to create programs that are most suited to their needs. The trainer should make it clear which areas the workers will be trained in. The trainer must be able to manage his or her time effectively. Training should be offered in a way that keeps the trainee interested in the job. The job’s logical progression should be explained by the trainer.

Career Planning

To improve career planning and ensure that Multinational Banks have effective career development programs, an effective career planning policy that is linked to human resource strategies and the bank’s overall strategy should be designed and implemented. In order to address the current and future human resource demands of banks, employed career planning programs should encourage the growth of existing human resources. To implement career management policies, achieve succession planning objectives, and improve motivation, commitment, and performance in general, career planning programs should use all of the information generated by succession plans, performance and potential assessments, and employee self-assessments. The strategies used should cover personal development planning, training and management development, mentorship, and career counseling.

Limitations of the Study

The study encountered circumstances in which some respondents failed to fill out and finish questionnaires, poor responses to questionnaires, and unanticipated occurrences such as respondents leaving before completing the questionnaire. This was reduced by reminding responders on a regular basis while they were filling out the questionnaire. Descriptive research is adaptable in that the original study (tools and tool administration) must remain constant throughout data collecting (Mugenda and Mugenda, 2003).

Because it was regarded against the bank’s secrecy policy to divulge the organization’s secret topics, most of the respondents were barred from responding some of the questionnaires. As a result, the researcher submitted an introduction letter obtained from the college to the organization’s management, which helped to avoid suspicion and allowed the organization’s management to give most of the information requested by the study.

Surname2 Importance of Cinematography in Films Name Professor’s name Course Date Annotated


Importance of Cinematography in Films


Professor’s name




Baiturina, Diana Uralovna. “Bashkir cinematography as a phenomenon of national culture.” Философия И Культура 1 (2022).

Throughout this article, the authors explore the turning points in the advancement of cinematography as just an occurrence in Bashkortostan. The author provides a historical overview of local filmmaking in the democratic nation from its inception to the current day. The author relies on methods of standardization and evaluation of research literature, documented or gorgeous cinematography sources, chronological, and an explanation of composed and cinematographic content in the Methodology. The specificities of Bashkir cinematography’s establishment and growth are demonstrated. The substantial differences rest in the conceptual model of understanding and the explanation of the ethnocultural features of cinematographic development concerning the Bashkir literary field. The foundation of nationwide cinematography is the traditional practice that instinctually utilizes people inside the structure of a specific culture to solve everyday activities. According to Baiturina, The designs of the style of living and powerful vision in a particular cultural age are realized in nationwide feature films and represent the historical and architectural paradigm. The author highlights the cultural divisions in the advancement of cinematography inside the geographical area. The presence of components of conventional culture within cinema helps determine the unique nature of Bashkir cinematography and its implications and the importance of the purchaser’s ethnocultural individuality. The scholarly novelty is now in uncovering the historiographical and cultural issues of Bashkir cinematograph film and highlighting their position in contemporary art culture. The research was vital in exploring the importance’s cinematography since it was carried out using semiotic and interpretive methodologies of art historical analysis.

Orskov, Asliddin Sh. “Problems Of Development Of Modern Cinematography In Uzbekistan.” NVEO-NATURAL VOLATILES & ESSENTIAL OILS Journal| NVEO (2021): 15287-15290.

Throughout this article, the author highlights the difficulties and solutions for advancing new cinema in our nation. This article is crucial in covering the paper’s thesis because the author also investigates. The artist’s vital role in the art of films is widely emphasized. According to Orskov, it is essential to recognize the expressiveness of appearance in contemporary Uzbek cinema and its capacity to create an overall attitude in them. The author emphasizes once more that each colour had to use should have its meaning and philosophy. When used, not just with simple colour schemes but also with complicated and one-of-a-kind colour combinations, it can be appealing to the spectator. Again, the author suggests that it is our critical thing as artists to start creating cinema that impartially analyzes the current world, its basic principles, courageously start introducing the impression of the protagonists of both the new particular era into films, start creating films which provide divine as well as aesthetic gratification to the viewing public, as well as, of course, make full more use colour. The author of the Uzbek critique suggests that the task of artists in contemporary Uzbek films has been studied for the first time. This article is the best in studying the importance of cinematography in films because it serves as a source for finding solutions with good and professionalism in modern Uzbek films.

Kopbayeva, G. ., Nurpeis, B. ., Eskendirov, N. ., & Gabdrashitova, K. . (2022). Trends in Film Studies in the Context of Modern World Cinematography. International Journal of Criminology and Sociology, 9, 1876–1883.

This article is concerned with the heritage of Kazakh fine arts growth and achievement opportunities in contrast to the dynamics of global cultural studies. The authors examined the typical problems that arise in the advancement of film studies. The study’s author’s main purpose is to demonstrate the recurring patterns of leveraging the expertise and significance of cinematography in cinema school systems in national media studies, emphasizing the comparable source of Kazakh and Russian fine arts growth since Soviet times. As a result, this study fits the topic of the importance of cinematography because the authors suggest appropriate measures to develop and strengthen cinema studies as well as their assimilation into global film studies.

Importance of Cinematography in Films

The practice of making moving images is known as cinematography. It entails using a camera to capture the pictures, using light to achieve the desired impacts, and using formatting to put the pictures together to create a narrative. This paper will look at the significance of cinematography in films.

According to (Kopbayeva et al., 1876–1883, 2022), Cinematography is a crucial component of the filming process which can be used to achieve a range of impacts. It could be used to add dramatic tension to an episode or make it more aesthetically attractive. It may be used to add magnitude to a scene or make a character appear more compassionate. On the other hand, the cinematography is about more than just the camera. It also includes lighting, production design, as well as sound. To achieve the desired result, all these components must work around each other. Cinematography is an extremely complicated art that requires a high level of skill to master. It is critical to remember that cinematography is about much more than the technical details of filmmaking; it is also about the art of storytelling. A good director of photography will be ready to use all of the tools and resources to generate a visually beautiful as well as emotionally resonant film. Cinematography is an important aspect of filmmaking because it influences the film’s overall look, feel, and tone. It could also be used to communicate a message and emotions that the filmmaker and scriptwriter were unable to express via conversation or even other implies. In a nutshell, cinematography could be used to tell stories within the context of a film.

Consequently, cinematography has a long history that dates back to the late 1800s. Filmmakers experimented with various techniques to capture moving images in the early days of cinema. Some of these early pioneers, such as Eadweard Muybridge and Louis Le Prince, devised methods for capturing images that could be replayed later. Again Cinematography became more important than ever before with the introduction of sound cinema in the 1920s. For filmmakers, capturing both audio and visual information in a single medium was a significant breakthrough. For example, Cinematography is now an essential component of the film industry. Cinematographers are in charge of creating a film’s visual style. Their work has a significant impact on the look and feel of the film. Cinematography is an essential part of the filmmaking process, and it has a significant impact on the success of a film. A well-shot film can be considered a work of art, whereas a poorly-shot film can be considered a disaster.

According to (Ortikov, 15287-15290), The cinematographer is in charge of the film’s appearance. This includes the lighting, the film stock used, the use of colour, the camera angles, and the image composition. The cinematographer must collaborate closely with the director to ensure that the director’s vision is realized on screen. Also, Cinematography is an essential component of the filmmaking process. It is the cinematographer’s responsibility to create the film’s visual style. For example, in the films we watched in class, the cinematographer must collaborate closely with the director to ensure that the director’s vision is realized on screen.

On the other hand, the cinematography is significant because it establishes the tone and atmosphere of the film (Kopbayeva et al., 1876–1883, 2022. For example, it can make a film feel more serious or lighter-hearted. It can improve the visual appeal of a film. Most importantly, cinematography can elevate a good film to greatness and a great film to unforgettable.

As per (Ortikov, 15287-15290), Cinematography is frequently used in films to create a specific mood or atmosphere. It can be used to enhance the visual appeal of a scene as well as its emotional impact. Furthermore, good cinematography can make a movie more visibly thrilling while also aiding in the efficient telling of the story. Cinematography is a powerful instrument film producers use to provide viewers with a compelling and interesting experience. Cinematography establishes and supports the improving existing and atmosphere of a film’s storyline. Each predominant feature which appears, also recognized as a movie’s mise-en-scene, could indeed serve as well as improve this very same story; thus, it is the cinematographer’s role to keep that nearly all the element is cohesive and very well substantiated the story. The viewing public is guided visually by cinematography. Designers lead the audience to comprehend occurrences specifically to make decisions regarding camera or lighting. The only visual component of this same world that the viewer knows is the pictures on the screen. However, I found that the most significant responsibilities of a cinematographer or DP can be boiled down to three basic elements: exposure, illumination, as well as camera placement but also movement (Ortikov, 15287-15290). The above three components correspond to the three divisions on a film set that the DP oversees: camera, illumination, as well as grip.

To conclude, Cinematography’s very important is to converse to its viewers the film’s heart on its own. Failing to succeed cinematically entails failing to convey the film’s procedure message to the target audience. Manipulation of camera movement necessitates standardized expertise and understanding from the director of photography or DOP (Director of Photography). Even though cinematography is frequently misunderstood as little more than a collection of photographs that create an action, etc., there will be a need to create imagery through cinematic language. To be able to reconstruct something together with cinematic patterns and predict, you must pay close attention to the subject and how that will reach this same viewing public.

Work cited

Baiturina, Diana Uralovna. “Bashkir cinematography as a phenomenon of national culture.” Философия И Культура 1 (2022).

Orskov, Asliddin Sh. “Problems Of Development Of Modern Cinematography In Uzbekistan.” NVEO-NATURAL VOLATILES & ESSENTIAL OILS Journal| NVEO (2021): 15287-15290.

Kopbayeva, G. ., Nurpeis, B. ., Eskendirov, N. ., & Gabdrashitova, K. . (2022). Trends in Film Studies in the Context of Modern World Cinematography. International Journal of Criminology and Sociology, 9, 1876–1883.