Mgt 311 Week 4 Work Group Analysis

My group had an instance of functional which was to work together to achieve the assignment. We had to pick four out of eight people, and all of eight people would die very soon if they did not have another heart. After reading the assignment sheets, we could pick two people immediately, Peter and Thomas, who were young boys. We had a lot of opinions about picking the other two. For me, I would pick Father and Donna base on what I read. However, after spending about ten minutes to discuss with my group, we all had agreement for Father and Mike. Even though I picked Donna instead of Mike, the other members shared their opinions and analyzed the information; so finally, I agreed to pick Father and Mike. At first, each of us had different choice

I would ensure that issues which are creating a problem in the work group are discussed within the group by creating a friendly and safe environment where people feel safe to speak out. If there are shy people in the group I will make one-on-one meetings to motivate them and make sure that their voice is also heard as well. I would make sure that it is important to bring up the issue discussions which make the group dynamic strong. I would also make sure that everyone brings up their issues and let them know that it is so important to discuss all the issues and work together which helps the team in achieving their goaIs. The manager can bring unspoken conflicts into open without making them worse by motivating the individuals to bring out what problems

The generational span is exceedingly larger today than in the prior history of our nation. The multiple generations consist of the veterans 1922-1945, the baby boomers 1946-1964, the generation X 1965-1981, and, the generation Y 1982-1999, in addition, upcoming millennial generation born 2000-2016 (Murray, 2013). There frequently are misconceptions and misunderstandings based on the differing perspectives of each generation. Moreover, as an effective leader, one must comprehend and acknowledge the characteristics of each generation and utilize these individualities to mentor and motivate the staff they are leading (Hendricks & Cope, 2012). In addition to considering the impact of the generational

The most prominent change in the workforce affecting human resources at St. Anthony’s is the rise of a multi generational workforce. Providing different human resource needs for various employees is an evolving challenge. Being aware of different workplace standards between generations is taken into consideration to reduce “pain points” (Calvert, 2015). In the interview, Judie grouped Generation X and Millennials into the same group, and focused primarily on the differences between Baby Boomers and Gen X/Millennials. She described the Baby Boomers as

Vast majority of conflicts start with employee’s abusing company’s time using the internet to entertain them on company time. When individuals commit to utilize the property of the company they work for person gain it have an overall impact on the input and output of production business productivity. In instance they’re not productive as they could be due to neglecting the job responsibilities in which one was hire for defeating the purpose to fulfill them obligations. Surfing on social media in the work place to comment on anything that is non work related should never be tolerated. An addition to personal phone calls and lack of teamwork.

Society in general have showed the distrust, protests and many questions for the like hood of the police profession. The reputation of the police profession is that of the 6 pillars of policing in the modern world as outlined by the President’s Task Force on the 21st Century Policing, which sought to recommend steps forward. Under the banners of ‘Building Trust and Legitimacy’, ‘Policy and Oversight’, ‘Technology and Social Media’, ‘Community Policing and Crime Reduction’, ‘Officer Training and Education’, and ‘Officer Safety and Wellness’ – here are concise definitions for each one and what they mean for American policing ("Final report of the resident’s task force on 21st century policing," 2015).

It’s the first time in American history that five generations are sharing the workplace, from Traditionalists, Baby Boomers, Generation X, the Millennials or Generation Y, and the new unnamed generation. With five generations come five sets of ideas, how to conduct one’s self, approach activities, values and motivators. Different beliefs, understandings, and undertakings create misinterpretations and frustrations. The fire service is currently facing a similar situation. It’s imperative to recognize and understand these differences to avoid misunderstandings and to help your department work effectively to meet its goals. Not every employee displays aspect of their generation category, but understanding the individualities of each generation will help with teamwork, supervision, embracing change, and productivity. With each generation there are different communication styles and driving factors that motivate production. It is essential that you understand how each generation communicates and what they motivators are so that you can communicate ideas and organization vision to them. What can we do in the fire service to prepare to handle these challenges?

I believe that employees feel that the involvement and the questions make them feel valued because the company is looping them in on potential changes that can impact the work environment. Furthermore, associates are more productive because they believe in the goals of the organization.I think that associates work harder because they feel that there is one common goal and to reach that goal we have to work together and not individually.The company also pay incentives based on the aims of the organization, not just the individual. Additionally, associates are committed to the goal of the organization, and they feel upper management not only looks at the bottom line of the company but also the happiness and work-life balance of the team

Over the last several years, most police departments have been facing numerous financial challenges. The main reason is law enforcement agencies are expected to do more with less and the stagnant economy. The combination of these factors has been placing pressure on many departments to begin imposing budget cuts. Evidence of this can be seen with a survey that was conducted by the University of North Carolina. They found that 67% of police departments made some kind of budget cuts for 2011. The most severe reductions were occurring in large police departments such as Los Angeles, Atlanta and Detroit. (Delfem, 2011, pp. 199 - 205) This is illustrating one of the most pressing issues affecting a wide variety of police departments across the country. To fully understand what is happening requires: examining the situation, how they are able to interact with other agencies (i.e. state / federal) and recommending the way this relationship can be improved. Together, these elements will offer specific insights about how police departments can effectively address this problem.

The field of police work is constantly being forced to develop and improve its protocols, procedures, and practices in an effort to keep pace with the ever-changing society in which it operates and criminal behavior it seeks to eradicate. While the history of policing has been marked by substantial changes throughout time, the work of modern-day police officers and officials demonstrate some of the most substantial adaptations to its surrounding environment that the field has ever seen. In order to understand where the future of policing is heading, it is important to first understand these current trends that are affecting the current landscape of the profession. By

Police Agencies in modern society are a part of the American fabric to serve and protect the American public. The United States currently have more than 15,000 police agencies, (Walker & Katz, 2011). Police Departments across the United States face similar critical issues policing. All police officers face dangers in the job of policing the dangers can emanate from internal and external origins. Police officers have continued to evolve to serve communities by finding better less than lethal alternatives to weapons used. In addition, police departments have continued to keep up with

Effective leaders of my age are faced with a few challenges, quite a few actually. One being the generational divide that currently exists between four different workplace peer groups: Traditionalists, Baby Boomers, my age group of Generation X, and Millennials. Aside from increased global diversity, our workforce has mushroomed with generational cultures as well. Young associates of today are the future leaders of tomorrow, yet there is an obligation to honor the long-term commitment of our older associates. When bridging these distinct generations,

Four generations are closely working together in the workplace today. This class will focus on the different shared experiences that shaped the generations and how it influences their working styles. Participants will learn to be aware of the different generational work styles, communication methods, and what motivates the different generations.

Line-level law enforcement officers, investigators supervisors, and police executives are more educated and sophisticated with technology in their arsenal to enhance job performance. Despite having better education, training, equipment, access to specialized resources, and information, law enforcement agencies struggle with sharing power with their workforce. The result of this failure to modernize leaves law enforcement officers going through the motions and working at less than maximum efficiency.

Police Reform should be one of the many issues handled in the first one-hundred days of our new President’s term. The unrest and corruption are actions that do not belong in our police force. The criminal justice system needs revised. Since 1791 Americans have lost 20,789 officers killed in the line of duty (Law Enforcement Facts 1). To modernize this statistic, from 2004-2013 an average of 151 officers have died in the line of duty (Deaths,