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Annotated Bibliography for Research on Students and Plagiarism
John Smith
Durham Technical Community College
ENG 112: Writing in the Disciplines
Instructor Maureen Walters
March 25th, 2022
Investigative Thesis
Antimicrobial resistance is a growing problem in the medical field and is having significant
public health repercussions. I propose that a viable solution to this problem is the de-
industrialization of the meat industry.
Sources
Silbergeld, E. K., Graham, J., & Price L. B. (2008) Industrial food animal production,
antimicrobial resistance, and human health. Annual Review of Public Health, 29(1), 151–
169. DOI: 10.1146/annurev.publhealth.29.020907.090904. Accessed 18 Apr. 2020.
This journal is a public health review study by Silbergeld et al., published in 2008. The
authors called for awareness about the overuse of antibiotics in one of the largest global
consumers: agriculture. Silbergeld et al. (2008) claimed that “the largest use of
antimicrobials worldwide occurs in the production of animals for human consumption of
meat, milk, and eggs” (p. 152). In short, the indiscriminate use of antimicrobials in the
farming industry has sped up the development of drug-resistant superbugs. According the
authors, people worldwide are exposed to drug-resistant bacteria through the livestock
industry and the environmental contamination it causes in water, soil, and the air
(Silbergeld et al, 2008, p. 153). Because of this, the world now faces one of the greatest
public health crises where can infections kill on a large scale. The authors called for action
all over the globe to reduce or ban the use of antibiotics in agriculture.
This journal is published in Annual Reviews, a credible and reputable nonprofit publisher
dedicated to combining research reports and knowledge for the development of science and
the benefit of society (“What We Do”). Dr. Ellen Silbergeld is a leading scientist studying the
prevalence of antibiotic-resistance in the farming industry. Jay Graham holds a Ph.D., MBA,
and MPH in Environmental Health Sciences, and Lance B. Price is the director of the
Antibiotic Resistance Action Center. These credentials combined attest to the authors’

2. authority on the subject. While the source was published in 2008, which could potentially
make it outdated, my other research confirms Silbergeld et al.’s findings; thus, the
information is still relevant.
I plan to use Silbergeld et al.’s research as under my “Introduction” as well as my
“Discussion” section to provide background information on the problem of antibiotic
overuse and to support my proposed solution.
Annotated Bibliography Rubric
Title page and APA format (5)
Title page includes all required elements
At least 5 sources are used
Thesis (5)
Annotated Bib begins with an investigative thesis
(See template in Instructions)
5 sources (can be sources that provide background information, data, or information to
include in results) (80 - 16 per source)
Correct APA Citations
Paragraph 1
Provides a detailed summary of the source.
Focus on the aspect of text you plan to use.
Do not use quoted material in this paragraph.
Use third person
Paragraph 2
Evaluates the source’s credibility and the author’s authority
Identify at least two reasons why you feel the source is/is not credible.
May use first person but you will not quote.
Paragraph 3
Assesses the source’s usefulness for the IMRaD Report
Identifies your intent to use/not use the source in the Report.
If you plan to use the source, you must indicate under which heading(s) you will use it:
Introduction, Results, or Discussion.
If your intent is not to use the source, you must explain why you will not use it
You will use first person, but you should not use any quotes
Grammar/Spelling/Clarity (10)
Diversifying the Fire Service: A Deliberate Approach
Student Name
Durham Technical Community College
ENG 112
Instructor Name
November 6, 2020
Abstract
This report outlines research done to determine the scope and impact of the lack of

3. diversity in the fire service. The research conducted revealed that lack of diversity in the
fire service. Included is a proposed solution to help improve the lack of diversity by vigilant
efforts to educate employees about the need for diversity and active recruitment. Further
study is needed, however, in order to better understand how to educate employees and
improve minority recruitment might work or could be implemented, but it is clear that if
the problem remains unsolved, communities will be underserved by fire departments and
moral within the fire service will continue to suffer.
Diversifying the Fire Service: A Deliberate Approach
The fire service is an organization that has overwhelmingly been viewed in a
positive light. The work that fire fighters put into keeping their communities safe is so
powerful that they have often been referred to as a para military organization. The
communities that fire fighters serve depend on their local fire department to be at their side
on their worst day. With such a heavy burden, fire fighters have proudly carried this weight
on their shoulders for their community. Fire fighters have always looked for ways to
improve their approach to doing their jobs. One area that has been shown to need more
attention is diversity within the departments.
Diversity is important because the communities that fire departments serve are
diverse. To have a department that reflects the community it serves “enhances
connectedness, credibility and trust the community has with its first responders” (Blume,
2020). Reflecting its community has been an area where the fire service has plenty of room
for improvement. The fire department has been a predominately white male organization.
Black fire fighters make up only 8.4 percent, nationally, of the fire service according to a fire
service profile published in 2018. That same profile revealed that “of the career fire fighters,
15,200 (4%) were female fire fighters” (Evants & Stein, 2020). It has been well
demonstrated that the fire department lacks diversity.
It could be argued that while progress has been made, it has been made at a
staggered pace. The fire service was established in the United States in 1853; over 160
years ago. Yet, for example, it wasn’t until 1958 that “the Durham Fire Service welcomed its
first black fire fighter, George “Buck” King (Pulliam, 2020). It then took over 2 decades to
hire its first female fire fighter. In 2020, with percentages of community representation
within the department still extremely low, it shows that the not enough emphasis has been
put into improving diversity within the fire service. In order to address this issue, there
must be acknowledgement that the lack of diversity is a problem; as well as a plan to change
the mindset of fire department leadership and employees.
Methods
For this report, I mostly chose from authors who have close ties to the fire
department. It can be somewhat difficult to critique the fire department from outside the
organization. So, it was important to me for the sources to have experienced the fire service
for themselves. I interviewed the first black, female Battalion Chief to get a perspective of
someone who has dealt with the diversity issues as black fire fighter and a female fire
fighter. Women make up even less of the department than black male fire fighters, so her
perspective was an important part of my research. I also researched the psychology behind
the lack of diversity within the workplace in general to better understand how employees

4. can be negatively affected by a diversity deficit in the workplace. For statistical data, I used
surveys by reputable sources who collected data on a national scale. I felt this data
necessary in order to show how the lack of diversity is more than a local issue; it’s a
national issue.
Results
Diversity is a broad topic so in my research, I looked at not only how race is affected
by the lack of diversity but also how gender is impacted by the lack of diversity. At the start
of researching this topic, as a black male in the fire service, I wanted to research how this
issue impacted nonwhite men. During my research, I found that women are even less
represented than blacks males which reemphasizes that diversity is a broad issue.
When researching the representation of people of color within the fire department, I
discovered that the numbers reflected my initial thoughts on the lack of diversity which is
highlighting that the fire service is a predominantly white male organization. Statistics
showed that “96% of U.S. career fire fighters are men, and 82% are white” (Bendersky,
2018). This wasn’t a surprising discovery, but it was still a disheartening one. The numbers
revealed that, as little racial and ethnic diversity there is in the fire service, there is even less
gender diversity.
When people think of fire fighters, they tend to believe that the traits needed to
perform the job adequately are traits traditionally associated with masculinity. People
picture men carrying heavy hoses and climbing ladders to put out fires and saving victims
during chaotic events. One issue I found in my research with this image of fire fighters and
their duties is that fires made up an extremely small subset of the job in the fire service. “In
2016, only 4% percent of emergency calls to which U.S. fire departments responded were
actually fires” (Bendersky, 2018). Most of the fire service calls were medical emergencies
where the masculine image likely would not apply. Fire fighters need more than brute
strength because the job calls for much more than that. Even with these facts being
solidified with statistical data, the evaluation of a ones suitability for the job is judged
mostly on physical abilities. Corrine Bendersky found that, “when evaluating fit and
competence, fire fighters tend to default to a reductive set of traits”, such as physical
strength through fitness test, “that serve to maintain white men’s dominance in the fire
service” (Bendersky, 2018).
When it comes to the mindset of those within the fire service, my research shows
that it’s an uphill battle for black people and women in the fire department. Black people are
tasked with disproving the “assumptions of inferior competence” (Bendesky, 2018). Women
have to deal with constant scrutiny of their physical ability. Women are expected to fail
within the fire service and are often tested by their crew even after they have gone through
the required training, secured the job, and been assigned to a truck within the department.
“Women more than men, reported being repeatedly drilled on the most physically-
demanding tasks” (Bendersky, 2018). This happens when they are assigned to a new crew
who immediately wants to see if a female can handle the physical exertion that only 4% of
the fire service emergencies call for.
As a part of my research I interviewed a Chief from the Durham Fire Department in
North Carolina. Chief Angelica Greene is the first black female Battalion Chief in the

5. department. As a recently promoted Chief, her perspective was important to my research. In
accordance with my other research, Chief Greene concurred in her experience as a black
female is much different from that of a white male within the service. When it comes to
black people in the fire service “there is little commitment to recruitment or retention of
African Americans” (Greene, 2020). With this lack of diversity being so prevalent, some of
the challenges Chief Greene experienced in her almost 24 years have been “everything from
racism, sexism, favoritism and nepotism” (Greene, 2020). This type of bias in the
organization affects more than just the minority fire fighters within the organization but
also the communities that they serve. It’s important that the fire department somewhat
reflect the people they help. That reflection could help establish trust while at the same time
better equip first responders. With an ever-growing Latino population in Durham N.C.,
Greene points out how the fire service is not adequately addressing the language barrier
that first responders encounter on emergencies. “We have about 10-15 Latinos out of 450+
men and women” (Greene, 2020).
My research definitively showed that there is a lack of diversity within the fire
service. There is no quick and easy fix to the issue within a white male dominated
workplace. It will require thoughtful and deliberate action. As communities become more
diverse, the effort has to be put in to make diversity a priority. In my research, I discovered
a few potential ways to make this happen.
Discussion
While conducting my research, I found many articles backing up my theory of there
being a lack of diversity within the department. Finding a solution was a bit more difficult. A
solid approach I found was an active effort to diversify the mindset of the majority (white
males) within the department. Another solution I found was putting greater focus on
actively recruiting and retaining minorities.
Solution Efficacy
Social Attitudes
In 2020’s divided political climate, finding common ground to focus on the issue of diversity
can be difficult. Education is what can be used to help combat this obstacle. From the top
down, influencing an inclusive environment is extremely important and can be done.
Political differences shouldn’t play a role when it comes to adequately serving the
community. As an organization that is always looking to serve the community better,
reflecting the community is a key tool in building trust. Holding leaders accountable for the
example they set is needed to help establish an inclusive organization.
Diversified and inclusive recruitment is another step in the right direction. When
conducting my interview with Chief Greene, I asked her what she thought could be done to
improve diversity within the department. She mentioned going out into the community and
educating people about the job. Chief Greene explained how it’s “a lack of knowledge for the
job that sometimes intimidates people” (Greene, 2020). Greene also stated that the Durham
Fire Department had recently started a recruitment team. The issue with that team is that it
mostly consisted of white men. In order to achieve a more diversified workforce, recruiters
needed to reflect the race and gender of the community on a broader scale. Greene, a
graduate of North Carolina Central University (NCCU), said that the university could be a

6. good place to start showing the community what the fire department offers career wise.
Considering that the enrolled students at NCCU are 75 are percent black and only 5 percent
white, a mostly white recruitment team will do little to move the needle. Intentional,
targeted recruitment of diverse candidates was the only way to really show that the
department is a place to all who want to be a part of it. Minorities need to know that not
only is the job available to them, but they would be welcomed with open arms as a needed
commodity in helping the fire service become a more inclusive department.
Changing Culture
The fire service has been an echo chamber for a very long time with very little outside
perspective from minorities or women to help influence the minds within that chamber. The
fire department must make adjustments from within before diversity recruitment can
begin. It can be hard to recruit minorities when the minorities who have made it into the
department are being treated unfairly or do not feel included in major decisions. When
there are black fire fighters such as Chief Greene who can assert from personal experience
that racism, sexism, favoritism and nepotism has “held [her] back from favorable
assignments, potential friendships and promotions”, (Greene, 2020) it shows that the fire
department can be a toxic environment for non-white men and women within the
organization.
The fire department is like a fraternity, with deeply rooted habits and traditions. Changing
that tradition overnight will be impossible. A slow, but steady and methodical approach is
what should be used to improve diversity in the fire service. Instead of abruptly pushing
demands on fire fighters, using education and making sure that what’s being done is clearly
understood by those within the service will lead to the best results. Since research shows
that progress has been extremely slow, steady is an extremely important description of how
this plan should be carried out.
Naysayer
Lack of Buy-in
There are many factors that can stand in the way of the progression of diversity in the fire
service. As mentioned earlier in my research, some fire fighters see the issue of diversity to
be an unattainable goal. Another potential factor is sustainability. It was evident that
attacking this issue with veracity for a month or two would not be sustainable. Diversity is
an issue that deserves consistent attention because perfecting inclusivity takes time. It will
take time to change the minds of those recruiting and as well as the minds of those being
recruited.
Three barriers facing white men in being open to diversity had when it came improving
their diverse mindsets were; failure to recognize diversity as problem, failure to take a
systemic approach to meeting the challenge, and thinking that the learning curve is too
steep. “We should not disabuse ourselves of any illusion that one or many of these factors
do not exist in our profession and culture” (Blume, 2020). Improving that toxic environment
involves support from the top down. If the higher-ups in the department play an active role
in educating their subordinates, progress could be made. However, education may not be
enough. Overcoming a deeply rooted toxic environment could be difficult when a good
portion of the people within the department would like for things to stay as they have been.

7. As the fire service moves toward increased diversity, management have to make sure they
show they will not tolerate past behavior. “The senior leadership needs to demonstrate
inclusive behavior is an organizational value” (Blume, 2020).
Furthermore, there are many who would say that the lack of diversity doesn’t exist within
the fire department. Some would also claim that the departments try to recruit people, but
they don’t apply. However, statistics show that this is simply not the case. Minority
percentages have grown when it comes to applying for the fire department. In a lot of cases,
minority candidates simply aren’t chosen over the white male applicants.
Conclusion
In the American workplace overall, diversity has been a difficult topic. The fire
service is no stranger to this problem. But while the majority of fire departments have seen
the diversification of the service as some insurmountable obstacle, the reality is that does
not have to be that difficult. Diversifying the fire service will take effort, but effort is always
required when improvement is the goal. A deliberate effort needs to be made to educate
everyone in the fire service on how diversifying the department would be improving it.
Enhanced diversity could lead to a better reflection of the community fire departments
serve. A better reflection leads to better communication. In a country filled with a myriad of
races and ethnicities, communication is essential. One fire fighter who can communicate
effectively with an individual or group in their time of need can make all the difference
between saving a life and not.
Improving diversity in the fire service can also improve trust within the community. When a
victim doesn’t have access to a first responder whose race or gender reflects their own, the
ability to quickly gain their trust may be in jeopardy. But when a hand reaches out to help
and it matches their own, they may feel more at ease taking that hand. In a hectic life or
death situation, victims are not too picky about who saves them. But as I found in my
research, 64 percent of the fire service calls are medical emergencies, which may not always
be a life or death. In those types of emergencies trust is important. Drug overdoses, for
example require a level of trust between the fire fighter and the patient, as well as the
patients’ family and friends. Fire fighters need to be able to collect accurate information in
order to perform the correct treatment. Words are powerful but where words fail in
establishing trust, a familiar face can bridge the gap. The fire service has a long way to go
but this is a solvable problem and they can work towards making the department an all-
inclusive service with recruitment and devoting themselves to changing the mindsets
towards diversity.
References
Bendersky, C. (2018, December 20). Making U.S. Fire Departments More Diverse and
Inclusive. Retrieved October 23, 2020, from https://hbr.org/2018/12/making-u-s-fire-
departments-more-diverse-and-inclusive
Blume, K. (2020, July 23). What it means to really commit to a diverse and inclusive fire
department. Retrieved November 01, 2020, from
https://www.firerescue1.com/diversity/articles/what-it-means-to-really-commit-to-a-

8. diverse-and-inclusive-fire-department-PT8hopTCl8SNs0zX/
Evants, B., & Stein, G. P. (2020, February). U.S. fire department profile. Retrieved October 26,
2020, from
Greene, A. (2020). Personal Communication
Kulik, C., & Bainbridge, H. T. (2006). Theoretical Perspectives on Workplace Diversity
(1002587527 773115210 A. M. Konrad, Ed.). In Handbook of Workplace Diversity (1st ed.,
pp. 25-45). Sage.
Pulliam, T. (2020, March 09). Durham Fire Department hiring to increase diversity in the
workforce. Retrieved October 27, 2020, from
IMRaD REPORT GRADING RUBRIC
IMRaD Report Instructions
Once you decided on your topic and done research, you will turn your attention to the
completing of the IMRaD Report, so named for its strict adherence to the organizational
structure denoted by the headings Introduction, Methods, Results, Discussion, and
Conclusion (I guess IMRaDC didn’t roll off the tongue). Many of you will likely encounter
this type of report in your research, especially as you look at quantitative research. This
report style is very common for research studies and lab experiments.
Pay close attention to the organizational outline described in these guidelines to ensure you
include every required component of the report. You will use first-level as well as second-
and third-level headings in the completion of this report, and that can get confusing. Use the
IMRaD Report Outline to help you with your structuring.
Your report will need to contain every section listed here, but keep in mind that any one of
the sections could require more than one paragraph. In fact, several of them should require
more than one paragraph. Remember, too, that a great emphasis of the APA citation style is
the preference for paraphrasing over direct quoting. Readers in this context expect to see
the writers, so you should primarily summarize and paraphrase throughout your report.
You will again limit your use of quoted material to phrases and not whole sentences.
IMRaD REPORT OUTLINE:
Title Page -- Use the written directions I provided for your first assignment to create the
title page for this report. Nothing about it needs to change except the title of the report.
Abstract (on a page by itself; center the heading, but do not bold) -- You will write an
Informative Abstract for this report, so in addition to summarizing your chosen problem,
you will also include a summary of your proposed solution as well as a brief description of
your recommendations for further research. A template for an appropriate Abstract is
below; however, you can write your own if you wish:
The Abstract should be no longer than 150 words long (the template above is about 75
words as is). Don't forget to include Keywords after the Abstract. These Keywords should
include research terms you used when conducting your research and should allow future
researchers a starting point when conducting their own research. These Keywords should
also help other scholars understand how your research would be indexed. Be thoughtful of
Keyword choices.
Introduction (begins on page 3 of the APA-formatted document but is not labeled and
follows the paper's title, which is centered at the top of the page)

9. This section contains a thorough description of the well-documented problem and its
impact on your profession. It should fully summarize for your reader the current
conversation regarding the problem: its scope, its duration, its history, its short-term and
long-term impacts, etc. If it is likely your reader is unfamiliar with your chosen profession,
you may also find it necessary to provide basic information about it: day-to-day work
responsibilities, typical work environment, typical work schedule, etc. You want your
readers to be knowledgeable enough about your profession that they can understand the
problem as well as its impact.
You will need to cite from at least two (2) source in this section. You must not only describe
the problem; you must also prove to your reader that the problem is having a significant
enough impact that it needs attention, that they should care that the problem exists and
invest in its solution. You will end this section with a version of your investigative thesis
statement that introduces your proposed solution; however, you are not to go into any
detail regarding your proposed solution.
The Introduction will be written primarily in the third person using an appropriate mix of
verb tenses. Because you are introducing a problem but want to refrain from being
confrontational, you will find passive voice sentence structure helpful. For a review of
passive voice sentences, see the Little Seagull Handbook, pages 362-363. Refrain from
assigning blame for the creation of the problem, focusing, instead, on those impacted by the
problem.
The Introduction will require several paragraphs.
Methods (first-level heading, centered and in bold)
This section outlines for your reader how you went about conducting your research: where
you looked, what resources you found helpful and why, what sources you settled on and
what made them useful to your research goals, etc. Provide a general chronological
narrative about your research steps, from beginning to end. This is where you establish
your ethos as a researcher and scholar, where you prove to your reader that how you went
about conducting your research was trustworthy and credible. If your reader cannot trust
your research methods, he/she will not trust your proposal for a solution.
You will not cite from any of your sources in this section. You will only allude to what you
found, where you found it, and why it worked. Use first-person pronouns and past tense
verbs as you recount your research narrative, as your research did happen in the past.
The Methods section will likely be only a paragraph, but it will likely be a long paragraph.
Results (first-level heading, centered and in bold)
I refer to this section often as the “I learned” section. Most of the ideas presented here will
begin with statements like “While conducting research, I discovered that …” This is the
section where you highlight important discoveries you have made as part of your collective
research, which means you must make connections for the reader. By the time you write
this section, you will have been immersed in your research for several weeks. It is up to you
to draw connections between your understanding of the problem and why it has remained
unsolved up to this point.
I also want you to make some assumptions in this section about why you think certain
solutions failed in the past. What was missing (resources, time, money, buy-in)? Where did

10. the implementation go wrong (timing, unsustainability, political/social climate)?
You should cite from at least two (2) of your sources in this section. Use first-person
pronouns throughout this section (it is the “I learned” section, after all) Use past tense verbs
when introducing material from your sources and passive voice to avoid assigning blame or
coming across as argumentative. Think of this section as the primer for your solution
proposal, which comes in the next section.
This section will require several paragraphs to complete.
Discussion (first-level heading, centered and in bold)
This is the heart of your report, and you will break this section into smaller Second-Level
headings to ensure you give your report enough heart.
Begin (right under the first-level heading) with a brief, one or two sentence summary of the
problem and its impact. Then briefly, again, in only two to three sentences, summarize your
proposed solution. Don’t go into too much detail in your summary. You will do that under
the next Second-Level headings. Keep your summaries to one paragraph.
Solution Efficacy (second-level heading, flush left and in bold)
In this section, you must argue the validity of your solution proposal focusing primarily on
arguing why you think your proposed solution will work. Use the suggested sub-headings
listed here to help support your argument. You must use at least two sub-headings to
validate your proposal. You do not have to choose your sub-headings from the following list.
You may choose your own.
Cost
Viability
Sustainability
Feasibility
Social/Political/Governmental Attitudes
Technological Advances
Resource Availability
You must prove to your reader that you have been thoughtful about your solution and that
your solution could potentially work. You can’t suggest a solution to a problem that requires
resources a company does not have, for example. You must take into consideration the
limitations of that industry. You must make your reader believe that your solution is
efficacious.
Objections & Refutations (second-level heading, flush left and in bold)
No argument is complete without an acknowledgement of and response to a naysayer. What
would your opposition to the proposed solution have to say and how would you respond?
Identify at least one objection to your solution and refute that objection. You might
remember the naysayer from TS/IS, chapter 6 "Skeptics May Object: Planting a Naysayer in
Your Text." Objections to your solution may involve any number of the following but are
certainly not limited to them:
Unrealistic cost/unfair cost burden on taxpayers
Limited resources
Unfair expectations
Lack of leadership

11. Lack of buy-in (from the community, leaders in the field, workers in the field, government,
etc.)
Limited infrastructure necessary for support
Time limitations
You should plan to reference at least three (3) sources in this entire section. It will sound
the most argumentative because it is an argument; therefore, you must provide sound
evidence to support that argument. Use a mix of first-person and third-person pronouns as
well as a mix of past, present, and future verb tenses. You may also find passive voice helps
you avoid a confrontational tone, as there is a fine line between presenting an argument and
being confrontational.
The Discussion section will take several paragraphs to complete and should be the longest
section of your entire report.
Conclusion (first-level heading, centered and in bold)
This section must offer recommendations for next steps. Remember that this report ends on
a solution proposal, which means the next steps will involve implementation of that
proposed solution. As the scholar best equipped to do so, you must offer advice on how
those who have invested in your solution should move forward. What research is still
necessary? What resources need to be collected? What perspectives need to change? Who
needs to get involved? As a professional in the field who has a personal stake in the efficacy
of this solution, what do you recommend should happen next? This section should not read
like an ending; instead, it should hint at things to come.
You may choose not to cite from any of your sources for this section. If you do choose to cite
from your sources, do so sparingly, as this section is based on your recommendations, not
on your research.
This section will likely require only one paragraph to complete.
References (on page by itself, center heading but do not bold)
List all sources (in alphabetical order) cited in the report. We will be spending lots of time
creating your APA references during class exercises, but that requires you to stay up-to-date
with research deadlines. I can’t help you create what you don’t have.
You are required to use 5 to 10 sources in this report, but those 5-10 do not have to be the
same sources you used on your Annotated Bibliography.
Your final report must be 6-8 pages long, not counting the title page, the Abstract page, and
the References page.
IMRaD REPORT CITATION REQUIREMENTS:
All citations must be done using APA guidelines, specifically the ones noted below:
APA requires a limited use of direct quoting.
Any quoted material should be limited to phrases and should not include whole sentences.
There should be absolutely no long quotations, defined by APA as any quote exceeding 40
words.
All quoted, summarized, and paraphrased material should be introduced whenever possible
using an appropriately formatted APA signal phrase: Smith (2008) argued that....
All quoted, summarized, and paraphrased material should be followed by an appropriately
formatted APA in-text citation: (Smith, 2008, p. 84)

12. All signal phrases and in-text citations should adjust depending on coupled use of each with
borrowed material: Smith (2008) argued that... (p. 84).
All quoted, summarized, and paraphrased material should be well synthesized into the
writer's analysis and should blend nicely.
IMRaD REPORT FORMATTING REQUIREMENTS:
The IMRaD Report must
be formatted according to APA, complete with a title page, Abstract, and References page.
be at least 6-8 pages long, not counting the title page, Abstract, and Reference page.
cite from at least 5 sources.
Save your paper as a Word Document file (.docx) or Rich Text Format (.rtf)
ENG 112 Research Project
This is a three-part research project. You will complete three major assignments for this
project (and some smaller ones along the way).
An annotated bibliography
An IMRaD Report (I’ll explain)
An oral presentation
Here is a summary of what you will do for this project:
Identify a problem in your chosen profession or field of study
Research that problem and potential solutions to that problem
Objectively report on that problem
Subjectively argue for a reasonable, real-world solution to that problem.
Here are a few problems that have worked well for this assignment in the past:
nursing shortages
lack of diversity in the business profession
prejudices against women in computer networking/engineering/business/etc.
counterfeiting in the design industry
poor quality of applicant-tracking systems in human resources
biases in journalism
lack of acceptance of acupuncture for pain management within the medical community
lack of acceptance of midwifery within low-income communities (or within the medical
community)
stigmas associated with counseling/therapy within the African American community
medical malpractice insurance costs for physicians at public hospitals
lack of job prospects for fine arts artists
burnout rates for IT professionals
lack of job prospects for architects during economic recessions
musculoskeletal injuries in older nurses
workplace safety for auto mechanics/construction personnel/factory workers/etc.
That’s it! Each assignment is detailed in PowerPoints in Sakai and with a video.