This is the feedback my professor gave me and i need my  essay to be fix before i submit it.

You are certainly off to a good start with the rough draft! I can identify the claim and how it has been supported throughout, just be sure to review my comments regarding the introduction, body paragraph formatting/development, and conclusion. Within brief essays such as this one, it is a good idea to adhere to five-paragraph essay format and expand upon the paragraphs as necessary: introduction, three body paragraphs (one per supporting point that develops the claim/thesis,), and a conclusion. Also, in general, a paragraph should consist of six sentences to avoid being underdeveloped, and review page formatting carefully since MLA/APA is not adhered to. And, review the thesis and topic sentence comments to maintain further cohesion throughout. It is also a good idea to avoid using first and second person in academic writing, so edit carefully. Keep in mind that the tutors at the Writing Center are great resources, and I highly recommend them as you begin entering the revision and editing stages of the writing process. If you would like further feedback on anything, please feel free to email me directly since I am always happy to help.

I need my essay to be APA format please.

I’m inclosing the essay and in read is what the professor said is wrong

Week 10’s DB focuses on the case study “Fire Me, Why Don’t You?” FIRE ME WHY DON’T YOU-1.docx

“The Peter Principle” (explained below) and whether senior management should “cull or cure” employees’ based on their performance. See the article, “Cull or Cure,” to post or respond to a post for this Week’s DB.Cull or Cure Article.docx[img src=”https://marymount.instructure.com/images/preview.png” alt=”Preview the document”>

Peter Principle is a concept in management (Links to an external site.) theory formulated by Laurence J. Peter (Links to an external site.)in which the selection of a candidate for a position is based on the candidate’s performance in his/her current job role, rather than on abilities relevant to the candidate’s intended job role. Thus, employees only stop being promoted once they can no longer perform effectively; and, as the theory suggests, ‘managers rise to the highest level of their incompetence.’ See the picture below for a visual explanation of the concept; and, if you are interested, the following detailed article about the Peter Principle’s affect on Promotion and Declining Productivity from the Hoover Institution and Graduate School of Business at Stanford University. The Peter Principle – Promotions and Declining Productivity.pdf[img src=”https://marymount.instructure.com/images/preview.png” alt=”Preview the document”>

Peter noted that the employee’s incompetence may be because the required skills are different, but not more difficult. For example, an excellent engineer may be a poor manager (Links to an external site.) because he/she might not have the interpersonal skills (Links to an external site.) necessary to lead a team.

Rather than seeking to promote a talented “super-competent” junior employee, Peter suggested that an incompetent manager may set them up to fail or dismiss them because they are likely to ‘violate the first commandment of hierarchical life with incompetent leadership: [namely that> the hierarchy must be preserved.”‘1 

1 Excerpted from https://en.wikipedia.org/wiki/Peter_principle

Now that you understand the Peter Principle and have read the “Cull or Cure” article, answer the following questions for this week’s DB:

Post 1:

• The case study “Fire Me Why Don’t You” cites McKay (2008), who states, “… managers and leaders have three opportunities to do something about their employee’s performance: at the time of hiring (hire correctly in the first place); through training and coaching; show poor performers the door. [However,] if a manager feels they have hired an individual who does not have the right personality, mental ability and attitude to do the job, no amount of training or coaching will matter. Take a stance and select one of these positions:
• Do you think Paul:
• Was promoted to his highest level of incompetence (Peter Principle)
• Was the right person for the job (hired correctly in the first place)
• Can be cured through training and coaching, or
• Should be culled (show poor performers the door).
• Explain why you choose your stance and
• Support your position with examples from the case study and the article “Cull or Cure.”

I need 4 pages (not including title page and reference page) APA formatted double spaced on the following thesis

If God exists, is murder immoral? Can those who do not believe in God be highly moral people? Can people who practice different religions agree about how to resolve a moral disagreement?

Thesis Statement:

There are numerous philosophical debates that somehow perpetuate through time. Murder is an unfortunate part of the world. As long as there is conflict, war, and different ideologies there will continue to be murder. God does exist, and murder certainly is immoral in most situations, however, it is not immoral in all situations. The decisions that must be made in battle will often haunt an individual long after they leave the terrors of war, and many times they may abandon any belief in God. However, in some situations these individuals will still be highly moral individuals, even though they have abandoned their faith. The existence of God and the differing ideologies, as mentioned will lead to disagreements; however, through conflict resolution it is possible for individuals of different religions to resolve a moral disagreement. They may not agree, but they can certainly find a common ground in universally accepted norms.

1. 

A bond for IBM maturing in 12 years and 3 months has quarterly coupon payments of $11.50.  If the current interest rate on this bond is 5.5% (yield to maturity), which of the following is true?