Significant differences between the two major parties

Some people argue that there are no significant differences between the two major parties. Backing up your perspective with appropriate sources, what are the major differences and similarities in the views of the Democratic and Republican parties (e.g., this review of party platforms, 1856-2016 www.washingtonpost.com/graphics/politics/2016-election/conventions/party-platform-evolution/)? What are the primary areas of difference between contemporary Democrats and Republicans? (e.g., taxes, abortion, guns, LGBTQ rights, etc.) How are the two parties similar? What are the consequences of these patterns for voters and election outcomes? For policy outcomes?

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The Democratic and Republican parties are both major political forces in the United States, but there are a number of key differences between them. One of the most obvious differences is their views on economic policies. Republicans generally advocate for lower taxes and less government involvement in the economy, while Democrats prefer higher taxes to fund programs that benefit individuals with low incomes and increased regulation to ensure fair competition among corporations.

On social policy, the two parties are also quite different. The Democratic Party generally supports LGBT rights, affirmative action, gun control measures such as universal background checks, stronger environmental protections, and immigration reform that includes a pathway to citizenship for undocumented immigrants. Conversely, many Republicans oppose these measures due to religious or moral objections or concerns about their economic impact.

 

 

 

 

 

 

The CEO leads by inspiring a shared vision through the sharing of ideas for the future with the organizations leadership. This is accomplished through idealized influence in which the leader is a strong role model for the leadership team (Manss). By doing this, he is enlisting others in a common vision by appealing to shared aspirations. This style of leadership makes the employees more aware of the importance of task outcomes and induces them to transcend their own self interest for the sake of the organization (Yukl, 2). This practice stimulates and inspires the employees to strive to achieve the desired outcomes and, in the process, develop their own leadership capacity. Unit leaders are encouraged to conduct a needs assessment and literature review to determine the evidence based best practices in the areas of employee retention and clinical documentation. The desired outcome of this practice is to bring the people within the organization together to foster a commitment to a shared future they seek to create. Focus on the mission with branding, both internally and externally, of the central message has been stressed with the creation of the position of Vice President of Advocacy and Community Partnership. A local news personality was hired for this position in an effort to capitalize on her existing relationships and the trust of the community. The goal of this position is to cultivate relationships with community organizations and build grassroots engagement by increasing the organizations visibility and program delivery. Additionally, this role was created in an effort to advance the organizations public stance for health and health policy issues.

The CEO of this organization attempts to create an ideal and unique image of what the organization can become and shares this vision with the leadership team. This mainly consists of discussion at quarterly leadership meetings. The CEO projects a positive and hopeful outlook in hopes of generating enthusiasm and excitement for the vision from the leadership team through the use of metaphors, symbols, positive language, and personal energy. The CEO has a tendency to focus on opportunities that health care changes present rather than the disciplinary actions for not following new guidelines.

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