Questions
 Psychological principles are theories and beliefs about major areas of our lives, like cognitions, intelligence, social groups, habit,  
Answer
1. Introduction
Psychological principles are the basis of understanding human emotions, relationships, and motivation. They are building blocks to comprehend the complexities of human behavior. Psychological principles are a set of factors that help the psychologist explain the varieties of psychological behavior from the elements of those principles. Now let’s discuss the definition of psychological principles by differentiating both terms. Psychology is the scientific study of the behavior of the organism and the behavior to be understood must be observable and recordable. Therefore, psychology is the science which is more interested in the overt behavior rather than personality, where personality is the general pattern of the behavior and behavior changes between one situation to another and another person to another person. There must be some set of factors which will help us predict and control the behavior. Those factors are called psychological principles (Brewer and Treyens, 1981). According to different scholars, there are multiple definitions of principles but all revolve around the meaning that a principle is a set of interrelated variables which can predict behavior. So psychological principles are the guidelines for understanding behavior. These are comprised of higher-level abstractions to understand complex behavior (Eckensberger and Zimba, 1985). These are universal and cognitive concepts by which causal relations and predictions about behavior occurring in an organism can be identified (Craig, 1996). These principles involve constant relations between a situation, the behavior under that situation, and the consequences of that behavior. To understand these principles, psychologists have formulated different theories. So the one definition that sums up all the explanations on psychological principles is given by Charles E. Osgood: “Psychological principles are hypotheses that specify relations between two or more variables in the form of if…then.”
1.1. Definition of Psychological Principles
Psychological principles are statements explaining the behavior of people and the influence of behavior on the environment. These principles are built on scientific method, which is another way of saying the strength of the explanation and predictions of behavior. If the predictions are accurate ones, the probability of the acceptance of the explanation is high. If not, the opposite is true. The explanations of behavior that are to become principles are first tested through research, usually of an empirical nature. If the results provide evidence supportive of the explanation, the persuasion of other scientists will eventually test the similar explanation in their own setting. If each of these attempts to confirm the original explanation is successful, the explanation can be said to be a principle on the basis that it has strong predictability and has withstood a variety of conditions and circumstances. It is this high level of predictability and testing that distinguishes psychological principles from common sense or lay opinion about behavior. Common sense knowledge is usually vague, general, and not invalidatable. For example, it is often said that a lazy person will find the easiest way of doing something. This is not always the case; there are times, because of the individual’s intentions or the complexity of the task, that the easiest way just cannot be found. An example of an idea that is generally acceptable as true without significant evidence is that the reason people get aggressive after drinking alcohol is because it’s the alcohol “bringing out the badness inside”. This belief has been the justification for many unproductive treatments of aggression, while there is in fact little evidence to support it. In both cases, the lay opinion statement does not satisfy the strict criteria of a psychological principle.
1.2. Importance of Understanding Human Behavior
In the study of psychology, understanding why people behave the way they do is an area of great interest. It is important to have knowledge of human behavior because it is so vital to many aspects of our lives such as health. There have been so many advances in the field of health from past research in which the main focus was how to change unhealthy behaviors. In order to change a behavior one must first understand why a person is behaving in such a way. This is giving rise to a new field known as health psychology. Professionals in this field are trying to understand the various behaviors that are detrimental to one’s health such as drug use, overeating and unsafe sexual activity. A study from the Centers for Disease Control and Prevention identified the most common types of unhealthy behaviors that contribute to the leading cause of illness and death and by doing so have estimated that these deaths are preventable. This is just one example of how understanding human behavior is a crucial element to many important issues one might come across.
2. Cognitions
2.1. Cognitive Processes and Mental Functions
2.2. Memory and Learning
2.3. Problem Solving and Decision Making
3. Intelligence
3.1. Theories of Intelligence
3.2. Measuring Intelligence
3.3. Emotional Intelligence
4. Social Groups
4.1. Group Dynamics and Behavior
4.2. Social Influence and Conformity
4.3. Stereotypes and Prejudice
5. Habit
5.1. Formation and Maintenance of Habits
5.2. Breaking Bad Habits
5.3. Habit Loop and Behavior Change
6. Emotions
6.1. Theories of Emotion
6.2. Emotional Intelligence and Emotional Regulation
6.3. Emotional Development across the Lifespan
7. Motivation
7.1. Theories of Motivation
7.2. Intrinsic and Extrinsic Motivation
7.3. Goal Setting and Achievement
8. Personality
8.1. Theories of Personality
8.2. Trait Theories
8.3. Personality Assessment
9. Perception
9.1. Sensation and Perception
9.2. Perceptual Illusions
9.3. Influences on Perception
10. Attitudes and Attitude Change
10.1. Formation and Structure of Attitudes
10.2. Attitude Change Techniques
10.3. Cognitive Dissonance Theory
11. Social Cognition
11.1. Social Thinking and Attribution
11.2. Stereotyping and Prejudice
11.3. Impression Formation and Impression Management
12. Interpersonal Relationships
12.1. Types of Relationships
12.2. Communication and Conflict Resolution
12.3. Attachment Theory
13. Developmental Psychology
13.1. Stages of Development
13.2. Nature vs. Nurture Debate
13.3. Parenting Styles and Child Development
14. Abnormal Psychology
14.1. Mental Disorders and Diagnosis
14.2. Causes and Treatment of Psychological Disorders
14.3. Stigma and Mental Health
15. Applied Psychology
15.1. Industrial and Organizational Psychology
15.2. Health Psychology
15.3. Educational Psychology

Question
 What is your definition of culture and why? Explain how experience shapes one’s attitude toward cultural diversity. Give examples. 

2.  
How can marketing principles be applied to the creation of a compelling resume and cover letter? Discuss the key elements that make these job application tools stand out to potential employers and provide examples of how you would market your skills and experiences effectively?

Answer
1. Definition of Culture
In trying to understand another culture, that is, learning its language, its folklore, and its institutions, we are to understand its people. If we truly want to understand ourselves, our own culture, and the culture of people who are different from us, we must make the effort to step out of our comfort zone and venture to the places and situations where we are exposed to something new. Only then will we break the barriers that are set amongst people of different cultural groups. Only then will we understand the feeling of alienation that a person of a different culture in our own society feels. Only then is it possible to understand the vast differences of cultural groups and the impact they have on our society.
A formal definition of culture is the sum total of the learned behavior of a group of people that is generally considered to be the tradition of that people and is transmitted from generation to generation. Culture is a total way of life and thinking patterns that are passed down from generation to generation. It also includes the beliefs, values, behavior, and material objects that constitute a people’s way of life. The importance of culture lies in its close association with the ways and living of a people. Culture is, in fact, a product of living experience and stands deeply rooted in man’s learned behavior.
1.1. Importance of Culture in Society
Culture provides the key to understanding who we are and why we behave as we do. Most human behavior is learned. Cultures differ greatly in the extent to which they rely on the collective learning process and in the domains in which the learning is most cumulative. Because culture is so ingrained in our behavior, culture is important in the understanding of consumer behavior, and it is important that business models adapt to consumer behaviors. Business models cannot change a culture but must adapt to the already existing culture of the consumer in mind. A true understanding of culture enables business to be culturally relative, adapting the product or service to the cultural expectations of the consumer. This is a great tool in making consumers feel comfortable and at ease with the product and, in turn, making the product a part of the person’s learned culture. This is the point where a product or brand can become so closely identified with a cultural way of life that it becomes part of a consumer’s routine and self-concept. This is the ideal state for a product as the marketing and product development costs are relatively low and the profit high.
It is well known that culture is a way of behaving that has been passed down from one generation to another. It is the shared patterns of behavior and interactions, cognitive constructs, and understanding that are learned by socialization. It can also be understood as information that has been stored in long-term memory. Culture is primarily learned from the family and is a macro influencer in an individual’s life. This can be seen when a person from one particular culture is greatly different from the social standards of another culture. This is usually due to the difference in socialization in the culture. This is important for marketing and market research as it is behavior and therefore can be altered. Understanding consumer culture is fundamental in the study of consumer behavior. It is pertinent that consumer research attempts to understand a consumer’s symbol system or the socially constructed associations between consumer products and lifestyle.
Culture is the way of life for an entire society. It includes codes of manners, dress, language, religion, rituals, norms of behavior, and systems of belief. Cultures have a deep impact on consumer behavior and play a key role in the marketing strategy of a business. The concept of culture is particularly important when attempting to understand buying habits and behavior in different consumers. Culture can be divided into subcultures such as nationality, religion, racial groups, and geographic regions.
1.2. Characteristics of Culture
Edward B. Tylor – an English anthropologist was the first to coin the term culture in the 19th century. He defined culture “as all complex whole which includes knowledge, belief, art, law, morals, custom, and any other capabilities and habits acquired by man as a member of society.” According to this definition, anything learned or shared can be a part of culture. This includes behavior which, while being acquired, is transmitted as well. Culture is shared: it is not something which an individual alone can possess. For example, the customs, traditions, beliefs, ideas, values, morals, etc. are not unique to one individual but are common to the group or society to which he belongs. These are the result of the interaction with others. But these customs and values keep on changing with time. This shows that culture is not rigid and can change to adapt to external or internal influences. A culture is a set of standards used to evaluate other cultures. This is known as ethnocentrism, i.e. the tendency to use one’s own culture as a yardstick against which to measure other cultures. A culture is a subsystem in the larger society and also a culture may have its own subcultures, e.g. there are various cultures which make up India or Pakistan.
Culture is a broad term which has been described by various anthropologists in diverse ways. It consists of customs, traditions, habits, values, beliefs, and the like which are acquired by individuals and help them to live a better life. Culture has been called “the way of life for an entire society.” As such, it includes codes of manners, dress, language, religion, rituals, norms of behavior, and systems of belief. It was a simple definition of culture some years ago. But today, culture is an umbrella which includes all the above-mentioned parameters.
1.3. Components of Culture
Music will be understood by everyone, but only further interested by several people. The United States of America is a home to various music, starting from native tribal music to modern music. Just like language, music is also a symbol. Learning from different genres of music is a sign of acceptance from a culture. This can happen because the rate of music understanding is quite high. It is usually much easier to understand music than learning a language. A high level understanding of music can also push someone to learn the culture behind the music. Music can be an environmental advantage for people migrating to another culture.
Symbols have an impact, apart from just being the pretty things seen from anywhere. They can be used for suggestions, message sending, and be the sign that an act has been done. Cultural diversity is possible because people can understand the message and the meaning of a symbol, then receive it in the same way as the sender. The United States of America, as we all know, does not have an official language. The government, communities, and schools are free to use other languages for people interested in using them. People are also free to choose which language they want their children to learn at school. This statement of freedom shows that the idea is to make a better understanding for everyone about the information that is delivered through some kind of suggestions, messages, or signs without reducing the quality of it.
2. Experience and Attitude Formation
2.1. Influence of Experience on Attitudes
2.2. Role of Exposure in Shaping Attitudes
2.3. Cultural Awareness and Sensitivity
3. Cultural Diversity and Attitude Formation
3.1. Understanding Cultural Diversity
3.2. Impact of Cultural Diversity on Attitudes
3.3. Benefits of Embracing Cultural Diversity
4. Examples of Experience Shaping Attitudes
4.1. Traveling and Exposure to Different Cultures
4.2. Interacting with People from Diverse Backgrounds
4.3. Education and Cultural Awareness Programs
5. Marketing Principles in Resume and Cover Letter
5.1. Applying Marketing Strategies to Job Applications
5.2. Highlighting Unique Selling Points
5.3. Crafting a Compelling Personal Brand
6. Key Elements of an Effective Resume
6.1. Clear and Concise Presentation
6.2. Relevant Skills and Experiences
6.3. Quantifiable Achievements
7. Key Elements of an Effective Cover Letter
7.1. Personalized Introduction and Salutation
7.2. Showcasing Fit with Company Culture
7.3. Expressing Enthusiasm and Motivation
8. Examples of Effective Job Application Marketing
8.1. Showcasing Transferable Skills
8.2. Demonstrating Results and Impact
8.3. Tailoring Application to Specific Job Requirements

Question
Discharge Resources for Chronic Cardiorespiratory Issues

Answer
1. Introduction
Perhaps the most compelling reason why patients with chronic medical conditions are frequently readmitted to the hospital is the lack of professional care available to them once they are discharged.
One study found that there was a mismatch between what patients and physicians said about what level of functionality the patient should be at before discharge. Phase I of the study showed that the physician thought 63% of patients could be independent in taking care of their illness, while only 37% of the patients said they could. This disparity in perception of the patient’s ability to take care of his/her illness mostly results in premature discharge of the patient.
One reason for readmission is that chronic medical illnesses are often not resolved at hospital discharge. This is evident because one-third of patients have a recurrence of the same illness within 2 weeks of hospital discharge. The reasons for patients leaving the hospital before their illness is adequately resolved are manifold. Usually, the patient and the doctor feel that they can take care of the remaining illness at home.
Chronic medical illnesses account for a greater percentage of patient conditions and diseases that contribute to hospital readmission. Although the acute treatment received by the patient in the hospital is often excellent, chronic medical conditions are often not resolved and the patients are frequently left without proper care. They often must fend for themselves in managing their chronic medical conditions, and their illnesses often become exacerbated, leading to a resumption of acute treatment.
1.1. Definition of chronic cardiorespiratory issues
According to the Respiratory Resource Centre in Ottawa, chronic illness is defined as the presence of an illness that is prolonged, does not often resolve, and is rarely cured completely. Cardio-respiratory diseases are chronic illnesses and are considered to be the leading health problem in Canada. They affect the heart and lungs and can greatly impact the patient’s quality of life. Some examples of cardio-respiratory diseases are hypertension, heart disease, stroke, asthma, and diabetes. The management of these diseases is vital to the patient’s overall health and well-being. Although chronic cardio-respiratory diseases are often managed in the community setting, there are also a significant number of patients who require care in the acute care setting. The burden of health care utilization in Canada continues to grow, as there are increasing numbers of patients being admitted to the hospital with acute exacerbations of their chronic diseases. This is particularly true for respiratory diseases. With the burden of health care utilization comes an increasing demand for efficient resource utilization as well as an increased focus on health system outcomes. The fluctuating nature of chronic diseases means that coping with these illnesses can be difficult for patients. A common problem for patients dealing with an exacerbation of their cardio-respiratory disease is the inability to return to their baseline level of function. This is often due to muscle deconditioning and/or a decrease in dyspnea tolerance. These patients often require additional support and resources to help them regain their independence and previous level of functioning. Failure to do so can greatly impact a patient’s quality of life. With an aging population and an increasing emphasis on keeping patients out of hospitals, it is important to help patients learn self-management skills and be as independent as possible. The ultimate goal is to prevent further exacerbations of their diseases and to help them maintain their highest level of function.
1.2. Importance of discharge resources for patient independence
Success in reducing acute healthcare usage occurs when the patient is able to comfortably and confidently manage their health condition using the recommended treatment and symptom management techniques, without the need for unscheduled visits to a healthcare facility. This is commonly referred to as self-management. High-quality self-management has positive outcomes for the patient and reduces cost to the healthcare system. In order for self-management to occur, a patient must understand their condition and the actions which must be taken to manage it, the patient must have confidence in their ability to take these actions, and the patient must have the necessary resources to carry the actions out.
The importance of discharge resources for patient independence cannot be underestimated. In the context of chronic cardiorespiratory issues, it has been shown that far more attention needs to be focused on the patient’s discharge planning in an effort to impede the reoccurrence of symptoms and decrease the likelihood of hospital readmission. A strong, consistent factor in the literature is the profound effect that the implementation of effective discharge planning can have on the patient’s quality of life without increasing the economic burden on the already strained healthcare system. The goal of discharge planning is to reduce the time the patient spends being acutely ill (that is, time spent in hospital or with a doctor visit) and to help the patient manage his or her own health effectively. The means in which this is achieved is varied but the implications of its success are profound and far-reaching.
1.3. Impact of readmission on reimbursement and hospitals
An important factor that drives the push for quality improvement is the Medicare perspective payment system, where hospitals that treat a higher proportion of low-income patients with multiple chronic conditions will be expected to lose a significant amount of their Medicare payment. It is estimated that payment reductions can be up to 3% of the reimbursement value in 2015 and 2017 (Haveman, 2013). This can create financial strain on already resource-poor safety-net hospitals. Readmission can result in financial penalization of the hospital. In 2012, 2,200 hospitals received penalties ranging from 1% to discharge 1.5 billion in total (Martin & Lassman, 2013), and in 2013, this increased to 2,600 hospitals (Health policy, 2013). This extra money can be crucial for a hospital already struggling with poor reimbursement to put into patient services, and in the current day and age, in a very money-driven healthcare environment, financial penalties due to increased readmission rates may act as an incentive for hospitals to improve the care they provide to reduce readmission rates. On the contrary to reduced reimbursement, for a patient who is readmitted, Medicare will pay for readmission services with an additional DRG payment for the readmission if it takes place within the same DRG window. This may sound like a benefit for the hospital; however, any additional payment will not offset the amount that was lost due to the initial admission.
1.4. Implications of readmission on patients
Soon after discharge from a hospital, the average chronically ill patient has a 20% chance of being readmitted to the hospital within 30 days and a 57% chance within 1 year. These rates have changed little in the past 30 years and readmission remains a common and expensive occurrence. Factors associated with readmission to the hospital include those related to the nature of the illness, the quality of patient care, characteristics of the patient, and the structure of the health care system. Although many readmissions are for medical issues similar to the previous admission, some patients are readmitted for conditions that are complications of medical treatments and some are readmitted for unrelated new medical issues. Given the nature of chronic illnesses and the link between patient functional status and hospital readmission, it is important to consider the effect of readmission on patients’ ability to live in the community and gain independence. High rates of hospital readmission can prevent a patient from leaving the cycle of frequent hospitalization and institutionalization, leading to worsening functional status and increased morbidity. Although this phenomenon has been recognized anecdotally, it is difficult to measure the impact of hospital readmission on patient independence and the ability to live in the community. Improved understanding of the factors that lead to hospital readmission, changes in the care of patients at risk of readmission, and development of interventions to prevent readmission are essential steps to reducing the high rates of hospital readmission and improving the health of chronically ill patients.
2. Discharge Resources for Patient Independence
2.1. Home healthcare services
2.2. Medical equipment and supplies
2.3. Rehabilitation and therapy programs
2.4. Education and self-management resources
3. Preventing Readmission
3.1. Care coordination and transitional care programs
3.2. Medication management and adherence support
3.3. Telehealth and remote monitoring solutions
3.4. Follow-up appointments and outpatient services
4. Impact of Readmission on Reimbursement
4.1. Medicare’s Hospital Readmissions Reduction Program
4.2. Financial penalties for excessive readmissions
4.3. Importance of quality improvement initiatives
4.4. Strategies for reducing readmission rates
5. Implications of Readmission on Hospitals
5.1. Increased healthcare costs
5.2. Overburdened healthcare resources
5.3. Negative impact on hospital reputation
5.4. Importance of patient satisfaction and outcomes
6. Implications of Readmission on Patients
6.1. Physical and emotional toll on patients
6.2. Financial burden of additional healthcare expenses
6.3. Disruption of daily life and routines
6.4. Importance of patient education and empowerment
7. Conclusion
7.1. Recap of discharge resources and their impact
7.2. Importance of preventing readmission for patient well-being and healthcare system sustainability

Question
Security Screening/TSALinks to an external site.
This link provides an overview of TSA airport security screening.
Aviation Security Manual (Doc 8973 – Restricted)/ICAO Links to an external site.
The ICAO Aviation Security requirements are the basis for international aviation security for all countries that signed the agreement, including the United States. Examine the security requirements for foreign carriers flying to U.S. airports.
Global Aviation Security Plan: Doc 10118 (PDF)/ICAOLinks to an external site.
This document addresses the need to guide all aviation security enhancement efforts through a set of 
internationally agreed priority actions.
Choose one of the regulations and discuss its effects on the aviation industry’s security. Also, compare or contrast one of these other regulations to the one you chose.

answer
1. Introduction
The quest for maximized security has seen the implementation of various security regulations and their subsequent up/downgrading as security intelligence changes. The events of September 11th, 2001, led to the implementation of stricter security regulations in the USA and internationally. The events of September 11th are notable for an extreme exogenous shock in security intelligence on an airline terrorist threat. This provides an excellent opportunity to apply economic analysis on the effects of an aviation security regulation with a variable level of security protection. An integral part of this study was the decision to choose a specific regulation because the aviation industry is extremely broad and the effects of security regulations can be quite specific to a certain part of the industry. Therefore, it is possible that different security regulations will have differing effects on different airline services. This concept is explored in more detail in sections to. The regulation that has been chosen is the Aviation Security Service Charge (ASSC). This regulation has a very broad effect on the industry but it particularly affects airlines and air passengers. Therefore, discussion on the effects of this regulation can be applied to various different airline services. A brief overview of the broad effects of this regulation will be provided in the next section.
Aviation and the aviation security regulations have been the subject of considerable controversy and debate. The industry has been compelled to install various security measures and mechanisms to protect the nations travelling on air transportation. The interests of aviation security and the economic health of the industry have to be addressed in the decision-making process on how new regulations are to be implemented. This paper will examine the effects of aviation security regulations on the aviation industry. The importance of aviation security regulations as an extraordinary government intervention on the industry is that its effects are seen throughout all the different parts of the industry. Security regulations can be considered as an additional input to the production of air travel, something which is added with the expectation that it will produce a certain level of quality or safety in the service. An analysis of regulations on the aviation industry provides a good opportunity to explore the economic effects of public policies on a specific industry. Aviation security regulations provide an interesting case for applying regulatory economics. It is one of the few instances in which the prime focus of cost-benefit analysis has been shifted from economic efficiency towards the maximization of security measures at any cost.
1.1 Importance of Aviation Security Regulations
The Air Transport Association (2007) underscores the importance of civil aviation to the economic health of the global economy, comprising nearly $370 billion US in direct economic impact and generating, in total, $1.2 trillion of economic activity. It sustains more than 33 million jobs. In light of this significance, the industry is a prime target for disruption, which may come in many forms, from civil unrest to acts of terrorism. The events of September 11, 2001, served as a rude awakening to the industry, bringing about a realization that the global aviation system was vulnerable to a small band of zealots armed with nothing more than a few box cutters. The ensuing changes to the US aviation security regulations were both swift and far-reaching when the Congress enacted the Aviation and Transportation Security Act (ATSA) (Transportation Security Administration, 2008), resulting in the greatest change to the governance of aviation security since its inception. ATSA was the first attempt to implement a fully integrated system of security with the intention to federalize airport security, and it marked a significant move away from a reactive, “firefighting” approach to security. Prior to this, security in the US was the responsibility of the individual airlines, but the events of 9/11 served as proof that this was ineffective and did little more than pose a minor deterrent to anyone attempting to breach security. ATSA allocated funds to the tune of $4.8 billion to be spent on security measures, a number dwarfed by the $65 billion estimate of economic impact 9/11 had on the aviation industry. The regulation created a comprehensive system of civil aviation security, providing both the requirements and the means. These new regulations were expected to have both positive and negative effects on the industry and its various sectors.
1.2 Overview of the Chosen Regulation
The current and ongoing regulation that is being investigated is the Secure Flight programme that was put forward by the Transportation Security Administration. The programme is an initiative that was decided upon after the events of 9/11 and the commission report which raised concerns about the security of the flying public. The programme was decided upon after TSA was forced to endure a variety of tasking security issues; the program itself is a performance-based programme aimed at increasing the overall security effectiveness for the entire US aviation system. This includes a consolidation of the various watch lists that are now being used for passenger identification and putting it into a thorough and comprehensive system that allows a discrepancy-free identification of passengers that require additional screening and those that are a legitimate threat. This system will be done by comparing passenger information against government lists of suspected terrorists. This is seen as a crucial step for following the events of 9/11 where the commission found that the use of aliases by terrorists was a primary method of eluding detection by watchlist systems to gain access to an aircraft. This requirement is directly related to the ICAO recommendation that requires member states to provide a means to match passenger information with names listed on criminal watch lists.
There are two key pieces of regulation which have a massive influence over the aviation industry and are aimed solely at improving the safety and security of the aviation industry both in the United States and globally. The two Title 49 of Code of Federal Regulations, which is a regulation that controls domestic aviation in the United States and the Chicago convention, which is an agreement that the United States and 185 other nations have signed which aims to achieve the highest common standards in security and safety in aviation through regulations that are uniform in their form and application.
2. Impact on Security Measures
2.1 Strengthening Passenger Screening Procedures
2.2 Enhancing Baggage Security Checks
2.3 Implementing Advanced Technology for Threat Detection
3. Influence on Airport Operations
3.1 Increased Security Personnel and Training Requirements
3.2 Enhanced Access Control Systems
3.3 Heightened Surveillance and Monitoring
4. Effects on Airlines and Carriers
4.1 Compliance with Security Regulations
4.2 Financial Implications of Security Upgrades
4.3 Collaboration with International Partners
5. Comparison with Other Security Regulations
5.1 Similarities between Chosen Regulation and TSA Screening
5.2 Contrasting Approaches to Security Measures
5.3 Shared Objectives and Cooperation among Regulators
6. Conclusion
6.1 Overall Impact on Aviation Industry Security
6.2 Continuous Adaptation to Evolving Threats

Question
Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.
Over the years, there has been much debate over the classification of employment-at-will employees. Employment-at-will is a term that refers to the protection that is applied to the employment relationship, such that the employer or the employee has the right to terminate the employment relationship at any time. There are different modifications to employment-at-will that vary at the state level. With your classmates, please discuss the following:
Does employment-at-will have better protections for employees or employers? Why or why not?
Choose a state and describe its modifications to employment-at-will. Do you agree with these modifications? Why or why not?

Answer
1. Introduction
This doctrine of discharge has been the most controversial of all employment-at-will issues. Its principal contribution has been to narrowly limit lawsuits for wrongful termination. Discharging an employee for a particularly bad reason does not make it wrongful discharge. According to one author, the reason might be “so bad, so hypocritical, or so small minded, that only the judge or the jury can be trusted to a fair decision.” This is not in today’s legal system. While the judge or jury might have the authority to decide the issue, there must first be an establishing a valid claim or cause of action. Employment-at-will supporters believe that the rule adequately balances the rights of employers and employees, without legislative limits on discharges.
The rule in employment-at-will states that if an employee has no specific term of employment, the employer can fire the employee for good cause, no cause, and even cause morally wrong, without being liable for wrongful discharge. The employee is granted the same legal right; he can quit on the spot, for good cause, no cause, and cause morally wrong. In general, the employment-at-will doctrine should not affect the employee’s unemployment compensation rights.
The doctrine of employment-at-will is a legal rule that was established in the nineteenth century. It has been adopted by all fifty states. According to this doctrine, either the employer or the employee may end the employment relationship at any time, with or without cause, giving rise to a claim for damages. Typically, courts have said that the employment relationship can be treated as “at-will” unless the employee can show the existence of an employment contract to the contrary.
1.1 Definition of employment-at-will
The term “employment-at-will” derives from American common law and it means that an employee can be dismissed by an employer for any reason or without having to establish a wrongful cause and without notice, as long as the reason is not illegal (e.g. firing a worker because of their race, religion, or gender) and the employer does not have a contract with the employee which specifies how and under what circumstances termination can occur. The doctrine is compatible with the idea of an unfettered labor market, where firms and workers transact at arm’s length. This is undoubtedly the US labor market in many areas, particularly those involving unskilled workers. At-will employment still exists to a large extent in most American states and is important in promoting economic growth in the nation. This will be elaborated on in section 1.2, which discusses the importance of employment-at-will. The other forms of employment are “for cause” and “for term”. In a “for cause” employment, the employee can only be terminated for a specific reason. This usually only occurs when there is a collective bargaining agreement between a firm and a union. This is due to the fact that unions require employment security for their members, and in return for conceding flexibility in the labor market have negotiated contracts which make it difficult for firms to lay off or terminate employees. The most extreme example of “for term” employment is that of a tenured professor at a university, who has essentially a lifetime employment agreement and can only be dismissed for gross misconduct or financial exigency on behalf of the employer.
1.2 Importance of employment-at-will protections
Courts have often spoken of the doctrine of employment-at-will in terms of a “default rule”. That is, in the absence of an express agreement to the contrary, it will be presumed that the employer and employee intended the employment relationship to be a short-term one, terminable at any time by either party. In this respect, employment-at-will can be contrasted with a contract for a fixed term of employment, where, because of the agreement of the parties, it can be a breach of contract to terminate the employment before the expiration of the term. If it is to be analyzed as a default rule, then the starting point is to examine the respective rights of the employer and employee that will be gained, lost, or compromised by moving away from (or contracting out of) that rule. This naturally leads to the question of just what employment-at-will protections are. An alternative approach to understanding the meaning of employment in terms of default rules is to say that the choice of at-will term or fixed term of employment is itself an exercise of freedom of contract. This approach would require showing that there was some impediment or background factor which made it difficult for employers and employees to contract for short-term revocable employment, and that a change to less restrictive rules was the result of a conscious policy decision. An example of doing this type of analysis in another area of labor and employment law is the work in the US on right-to-work legislation. This showed that the implementation of laws protecting union security employment terms was the result of state action, so that a change to a less union-restrictive regime of employment terms required a repealing or invalidation of the laws. We can barely adopt the approach, but the previous study of default rules still serves as a useful foundation for understanding what employment-at-will protections are, even if the intention was not to move more towards such employment terms.
2. Protections for Employees
2.1 Right to terminate employment
2.2 Protection against wrongful termination
2.3 Legal remedies for employees
3. Protections for Employers
3.1 Right to terminate employment
3.2 Protection against employee misconduct
3.3 Flexibility in managing workforce
4. State Modifications to Employment-at-will
4.1 State X’s modifications
4.1.1 Overview of State X’s modifications
4.1.2 Specific changes to employment-at-will
4.2 Evaluation of State X’s modifications
4.2.1 Agreement with State X’s modifications
4.2.2 Disagreement with State X’s modifications
5. Conclusion