20 Analysis Essay Topics Meet Some Great Ways to Discuss Quantitative Policy Analysis

20 Analysis Essay Topics Meet Some Great Ways to Discuss Quantitative Policy Analysis If you need topics for your quantitative policy research paper, review the topics below. Remember that these are only meant as a guide and may not be applicable to your exact topic requirements so check your assignment details or instructions before beginning: How Quantitative Policy Analyses Help Policymakers to Investigate Health Risks for Specific Populations The Methodological Strategies Employed by Quantitative Researchers to Examine Social Problems How Quantitative Policy Analyses Help Policymakers to Investigate Traffic Patterns How Quantitative Policy Analyses Help Policymakers to Assess Educational Opportunities Quasi-experimental Designs Quantitative Policy Analyses versus Regression Analyses How Quantitative Policy Analyses Help Policymakers to Investigate the Effectiveness of Specific Instructional Practice Issues of Validity among Quantitative Methodological Strategies How Quantitative Policy Analyses Influence the Policy Making Process The Usefulness of Quantitative Evidence in the Promotion of Public Policies How Quantitative Methods Help Policymakers to Critically Evaluate Claims and Research Backing Said Claims for Their Policy Promotions The Application of Quantitative Traditions in Your Preferred Area of Study How to Interpret Results from Quantitative Methods and Communicate Said Results to Policymakers Why Quantitative Investigations Help Solve Social Problems Through the Application of Social Science Related Statistical Methods How Quantitative Methods Allow Policy Makers to Review Relevant Policy Propositions Which Relate to Public Health, Education, Welfare, or Criminal Issues How Dioxins Research Can Aid Policy Transformation for Public Health How Policymakers Distinguish between High and Low Quality Empirical Research When Making Decisions How Policies Can Be Improved In Poverty, Criminal Justice, Health, Education, Development, Welfare, and Others How Quantitative Research Design Produces Convincing Analyses Using Largescale and Small-scale Datasets How Incarceration Research Can Aid Policy Transformation for Economic Policy How Empirical Social Science Research is Analyzed to Utilize Practical Applications and Solve Real-world Public Policy Problems Also below is a sample on one of them to help you in your writing process: Sample Research Essay: How Incarceration Research Can Aid Policy Transformation for Economic Policy The parental contribution to the growth of a child is significantly interesting. Literature has consistently shown that marital status of the parents has an influence on adolescents from minority ethnicities. It will have an elevated impact from the instability of the parents’ marital status. Forceful separation of parents has been linked to emotional difficulties. These reside in the behaviors of the aboriginal children, a minority ethnicity in Australia (Silburn, 2006, p. 13). In addition, concerns such as systemic expression of intergenerational effects are linked to separations. These have to do with the relocation of parents. Arguably, such observations point on the contribution of parents to the growth their adolescent children experience. However, it may be argued that adolescents are rather advanced to be affected by the separation of their parents (Silburn, 2006, p. 15). Besides, the stage is associated with a vast number of anti-parental concerns (Silburn, 2006, p. 1 4). It is significantly interesting to consider the challenges associated with children of ethnic minorities. This is in the hope of fathoming the driving reason behind the noted observations. Minority ethnicities suffer from numerous challenges that affect their immediate quest for survival. Apparently, being clustered as a minority ethnicity implies that the subsequent concerns of equity and survival needs to be safeguarded in the constitution (Silburn, 2006, p. 13). On such note, the parent may be perceived to be the central fortress of support associated with the children (Oliveira, et.al, 2007, p. 35). However, it would be difficult to narrow such response. It would also be difficult to narrow reactions. Especially in order to target the mental health of the adolescent child. Key questions that need to be considered include the manner upon which they express their frustrations. Besides, it may be argued that the mental health associated with the minority ethnics has a contribution from their marginalized status. Literature indicates that adolescent obesity is a function of parents’ marital instability. Studies show that mental health instability may be a critical contribution in support of this argument. On that note, it is critical to consider the elemental attributes that are promoted by instability in mental health. Various cases exhibiting excessive eating habits as a result of the piling psychological instability have been suggested across populations. An immediate response accorded to excessive eating behaviors remains the suggestion of obesity. In most cases, some adolescent children tend to seek solace on food as an avenue of addressing their psychological crisis (Oliveira, et.al, 2007, p. 33). It may, therefore, be argued that the emergence of obesity cases in adolescent from minority ethnicities revolves on instability in parental structure. However, developing such an assumption would have outweighed other perceptions that relate to the occurrence of obesity. There is a direct link between anxiety disorders and parents’ marital relationship. Various elements of such a disorder may be quantified on adolescents from minority ethnicities in order to prelude their contributions regarding the eventual instability in mental health (Oliveira et al., 2007, p. 37). Despite such a suggestion, the concept of linking disorders arising from separation anxiety to the mental health development is paramount (Oliveira, et.al, 2007, p. 39). Various proposals on the models to evaluate the expression of the considered anxiety disorders have been suggested. This includes the use of the family identification test (Oliveira, et.al, 2007, p. 36). Arguably, the approach remains one of the most viable. This is especially with regard to the disorder to the marital status of the parents. However, the observations on the distinctions between the children expressing the considered disorder and the healthy ones have been suggested to be minimal (Oliveira, et.al, 2007, p. 34). Although a suggestion on long-term effects remains among the most promising links towards the promotion of the behavior as an illustrator. It is an illustrator of considered effects on adolescents. References: Birnbaum, L. S. (1994). The mechanism of dioxin toxicity: relationship to risk assessment. Environmental health perspectives, 102(Suppl 9), 157. Morgan, M. Granger, Max Henrion, and Mitchell Small.  Uncertainty. Cambridge: Cambridge University Press, 1990. Print. Nagel, Stuart S.  Policy Analysis Methods. Commack, N.Y.: Nova Science Publishers, 1999. Print. OLeary, Michael Kent, and William D Coplin.  Quantitative Techniques In Foreign Policy Analysis And Forecasting. New York: Praeger, 1975. Print. Oliveira, A. M, Oliveira, A. C, Almeida, M. S, Oliveira, N., Adan, L. (2007). Influence of the family nucleus on obesity in children from northeastern Brazil: A cross-sectional study. BMC Public Health. Retrieved from biomedcentral.com/1471-2458/7/235 Sadoulet, Elisabeth, and Alain De Janvry.  Quantitative Development Policy Analysis. Baltimore: Johns Hopkins University Press, 1995. Print. Silburn, S. (2006). The intergenerational effects of forced separation on the social and emotional wellbeing of Aboriginal children and young people. Family Matters: Indigenous Families, 75, 10-17. Stokey, Nancy L.  Recursive methods in economic dynamics. Harvard University Press, 1989. Rausser, Gordon C., Johan Swinnen, and Pinhas Zusman.  Political power and economic policy: theory, analysis, and empirical applications. Cambridge University Press, 2011.

Plus-sized women face shocking discrimination from hiring managers

Plus-sized women face shocking discrimination from hiring managers Have you ever left a job interview feeling like the interviewer was more focused on your appearance than your responses? Chances are you have - and new research shows that if you’re a woman, that gut feeling is quite rational. A new study from my company, Fairygodboss, asked 500 hiring professionals to look at images of 15 professional women of varied ages and races who had different hairstyles, body shapes, and attire. Respondents chose three adjectives (out of 11) to describe each woman and selected the women they’d be most likely to hire.The responses revealed that appearance does play a significant role in how hiring professionals perceive women.The dataIn our survey, we first asked hiring managers to pick the top qualities they look for when assessing job candidates. The most frequently selected qualities were professionalism (chosen by 68.28 percent of respondents), reliability (chosen by 60.69 percent), and leadership material (chosen by 46.21 percent).The top h iring choice was a young, Caucasian brunette. She was described as professional, confident, and friendly. While only one of these qualities overlaps with the three top-rated qualities among respondents, she was still the most likely to be hired.If a candidate’s appearance varied from this woman, she was less likely to be hired, regardless of whether or not she had the qualities hiring managers were looking for.Hiring managers were particularly harsh when judging the heaviest candidate. She was more likely than any other woman to be described as lazy (20 percent of respondents matched her with this adjective). Even though 44.8 percent said she was professional and 32.8 percent said she was reliable, just 15.2 percent said they would hire her over the other candidates. This placed her 14th of 15 for hireability.When shown an image of an older candidate, respondents ranked her sixth (out of 15) for professionalism, third for leadership ability, and first for reliability - yet j ust 29.2 percent said they would hire her over other candidates.Women of color also seemed to be facing a strong bias. Respondents rated most of the women of color as more reliable and having more leadership ability than the Caucasian woman, but remarkably enough, they were all less likely to be hired.This is how the data breaks down:The Caucasian brunette was rated:Professional – 75.4 percent of respondentsReliable – 19.6 percent of respondentsLeadership material – 27.8 percent of respondentsWould be hired – 60.0 percent of respondentsThe African-American woman was rated:Professional – 64.8 percent of respondentsReliable – 29.8 percent of respondentsLeadership material – 29.2 percent of respondentsWould be hired – 45.6 percent of respondentsThe Asian woman was rated:Professional – 57.6 percent of respondentsReliable – 37.0 percent of respondentsLeadership material – 27.6 percent of respondentsWould be hire d – 31.4 percent of respondentsThe Hispanic woman was rated:Professional – 42.2 percent of respondentsReliable – 19.6 percent of respondentsLeadership material – 33.2 percent of respondentsWould be hired – 26.6 percent of respondentsWhat this means for womenIt’s an unfortunate reality that you are still largely judged by how you look and dress. Hiring managers might perceive that you possess all of the qualities they’re looking for, but depending on your appearance, you still may not get the job. Since your age and race - and to some extent your weight - are out of your control, what can you do?In some situations, even the best interview responses might not overcome these biases. It is worth mentioning, however, that not all people share the same prejudices.Our data suggests that some hiring managers are less biased than others. For example, younger hiring professionals (between 25 and 34 years old) were more likely to hire the olde r candidate. Thirty percent said they’d consider the older woman, while just 15.4 percent of respondents over age 54 would. This means that older job seekers shouldn’t be afraid to apply for positions at up-and-coming companies that are largely led by young employees.Our research also shows that most women of color are more likely to be hired if their interviewer is of the same race. Both African-American and Asian respondents said they would hire the candidate of the same race.While you cannot choose the age or race of your interviewer, you can do research on companies to determine whether they prioritize diversity. Before interviewing, check review sites to see what current and former employees have to say about the organization in terms of inclusion.In the end, women are going to face unique and unfair obstacles during the job search. Hiring managers will look at them and make assumptions about who they are based on their appearance. But that doesn’t mean the re’s nothing you can do to prove you’re worth hiring.About the authorGeorgene Huang is obsessed with improving the workplace for women. She’s the CEO and Co-founder of Fairygodboss, a marketplace where professional women looking for jobs, career advice and the inside scoop on companies meet employers who believe in gender equality. Previously she ran the enterprise business at Dow Jones and was a Managing Director at Bloomberg Ventures. She is a graduate of Cornell and Stanford Universities.