Unionization Prevention

This document serves as a proposal to the CEO on why and how to keep the Unionization of employees in a Manufacturing facility.  

A union is an organization formed by workers of a firm who have joined forces to come together to achieve common goals that are related to their work such as better pay and better working conditions.  The leaders of unions are in a place to bargain with the employers on behalf of the members. These employees that are members of a union are bound by the final agreement of the leaders of the unions. In addition to the bargaining activities that union offer to their member they organize and take part in political related activities.  The density of labor unions has declined over the decades in the private sector as a result of their negative impacts. Employees form and join unions because they are dissatisfied with their employees.  The manufacturing and assembling firms are highly unionized and this has not done the industry any good thus the new assembly plant in India should avoid unionization of its employees at all cost.

With unionization comes economic disadvantages, unions are responsible for introducing monopoly of voices in firms and facilities. This kind of monopoly power in the hands of union contributes to a decrease in the profitability of the business. Unionization is responsible for changing the rules, policies and practices that employers use to promote, transfer and fire employees, as the union progresses and continues to have a grip on operations they come up with various rules and production procedure that have the potential to influence productivity negatively and reduce the ability the employer has to use merits in making decisions regarding the employees (Lee, et al., 2012). With union comes changes and it is not always easy to adopt to changes therefore, the business might be affected by reduced work rules.

Over the years it has already been established that unionized firms are less profitable that nonunion firms, this is fine for businesses that are not aiming to make profits but our firm is a profit making organization and allowing unionization will decrease the profits incurred by the business. This decrease in profits occur as a result of employers being forced to negotiate wages and benefits increase to even the workers that are not represented by the union in order to avoid formation of other unions (Lee, et al., 2012). Unionized workers increase productivity but this does not carry over to the non-unionized employees. Union represents employees who seek to sign labor contracts with employers bargaining for high wages, it is always impossible to ascertain that these employees will increase their efforts after the employer has signed the labor contract (Flynn, 2005). 

Unionizations also reduces the returns given to the shareholders of the business, following research carried out following passage of the Wagner Act in the 1930s found out that unionized firms experienced about 20% lower rate to returns given to shareholders compared to nonunionized firms, if unionization caused a reduction in the returns of shareholders other things being equal, managers and CEO who are agents representing shareholders are expected to prevent unionization in their firms and facilities (Lee, et al., 2012). On the other hand, if low shareholders’ returns result to low risk in the security prices the shares become less volatile, the employees will have to share in this risk and this might result into a layoff.

Unions are labor cartels since they have the ability to control the number of workers in a in the company and in this case the manufacturing facility that has been relocated to India. Unionization impacts the global market by slowing down the process of economic growth by making the economy’s recovery from recession slow, as time passes by unionization reduces job opportunities in companies that allow unionization. Unions only benefits their members and end up hurting the general economy by hurting consumer who fail to find employment opportunities. Unions greatly minimize job opportunities, most of manufacturing jobs that have been lost by workers in the previous decades have been of manufacturing workers (Sherk, 2009). Before a manufacturing firm chooses to put in place policies that can allow formation of unions they should consider that unionization is one of the causes of economic retardation in the global economy.

Unionization comes with its own disadvantages, the firm has just began expanding to other parts and the management should show a great resistance to unionization.  Formation of unions brings about a step back for organized labor the more the reason strategies to prevent workers from forming unions should be put in place.  These include planning preventive tactics and using supervisors to convince workers that forming unions is not the best solution. Unions weaken companies that are concerned about competing with increased rivals that are unionless.  First and foremost, it is important to establish a work place that completely discourages unionization. The firm should take strategic measures to ensure there are no loop holes that can bring about unionization. This is because the facility changes the rules, regulations and practices of a firm when union campaigns begin they are likely to accused of being of putting in place unfair labor practices and policies and that can be hard to defend against (Sherk, 2009).

With the manufacturing assembly moving to India the business will be hiring a new workforce and will have an opportunity to orchestrate new policies and procedures that will discourage formation of unions, it is important that from the very beginning of forging a new relationship with workers, employers begin with letting the employees know what the facility’s stand on unionization is and give a clear detailed reason why the administration views unionization of the firm as a bad idea (Sherk, 2009). It is also important to put the facility’s stand on unionization down for future references and for any new employee to read through before signing to work with the company to avoid arguments and incidences in the future.

Another strategy the business can use is making sure the business is not anti-union but one that values the opinion of their employees, this will let the employees know that they have a voice to work and they will be unlikely to look to unions to help them voice their concerns, it is important that the supervisors of the new assembly plant put in place polies that protect and assure employees they can launch their complains without fear of retaliation (Bruce, 2012). The firm should consider that all employees want their efforts valued and appreciated, union campaign for better pay therefore it is important that the facility puts in place a pay strategy that rewards their efforts.

            Running a facility where the safety and security of employees and fair workplace is another strategy that can be put in place. The supervisors should embrace the responsibility of surveying the employees to know how the already establish policies are affecting their performance. Supervisors should be in a place to respond to the concerns of the employees (Bruce, 2012). Communication is a key strategy that businesses should have in place, the firm should strive to have a structural system that supports and facilitates effective communication to ensure that employees are part of the decision making process.

Educate the employees on the disadvantages of unionization and why it is unpopular, the operations manager and supervisors of the facility should be in apposition to discuss with the employees the reasons why a decision like forming or joining a union will hurt a firm and how unionization can bring about laying off employees thus leading to a potential job loss (Bruce, 2012). It is also important for the senior management in the facility to be responsible for their decisions either good or bad.

Having an effective grievance procedure in place is an important procedure the facility should put in place, the management should ensure every employee is familiar with the procedure followed when filing a complaint and knows how to raise a concern in a business appropriate manner, this way employees will not turn to unions to help them raise their concerns (Bruce, 2012). Listening and acting on employees’ grievances will give them satisfaction and the chances of them turning to unionization will be minimized.

In conclusion, all the above serves as evidence why the assembly plant should avoid unionization of its employees at all cost and the strategies it should put in place to ensure that it has achieved its goal of ensuring the employees of the facility do not opt for any third party intervention. 

References

Bruce, S., (2012). 8 Steps to Keep Your Workplace Union-Free. Retrieved from;             https://hrdailyadvisor.blr.com/2012/08/29/8-steps-to-keep-your-workplace-union-free/

Flynn, S. (2005). Why only some industries unionize: insights from reciprocity theory. Journal of             Institutional Economics, 1(1), 99-120.

Lee, D. S., & Mas, A. (2012). Long-run impacts of unions on firms: New evidence from   financial markets, 1961–1999. The Quarterly Journal of Economics, 127(1), 333-378.

Sherk, J. (2009). What unions do: How labor unions affect jobs and the economy. The Heritage   Foundation.

Situational Approach

 The situational approach as an explanation of leadership in general

Wright (2017) states that in the global environment, leadership is an essential element that enables the managers to understand the individual within the workplace and the external working environment. Due to the fast-moving competitive world, advances in technology, and changes in the workplaces, leaders must use the best style of leadership to adapt to the new situations (Wright, 2017).The author states that there are many styles of leadership, but the most leadership style that is commonly used is the situational leadership model. The model was established by Herse and Blanchard in 1979, and these researchers stressed that leaders manage different situations. In every situation, leaders must address the needs required by that particular situation. This means that one needs to adjust his or her leadership style to meet the needs of the situation (Wright, 2017).The author asserts that for leaders to effectively fit in every situation, they must have the adaptability. Adaptability means that when changes occur, such as culture changes, competition changes, market changes, and more, they must adapt to these new conditions. In all situation, they must have insight, flexibility, trust, and apply new ways of thinking (Wright, 2017). An important point to note is that situational leaders pass through dialogic development or four areas of development. For example, situational leaders are acquisitive- they develop knowledge and focus on career growth. They are autonomous- show goal-directed behavior, they are networked- they form an inter-organization relationship, and they are dialogic- leaders like new ideas and discussion and interpret situations using a different perspective (Wright, 2017). The author states that modern global enterprises are using situational leadership to serve the needs of employees in different situations.

 According to Thompson & Glasø (2018) employees go through different development levels.  Leaders must understand all these levels or situations and apply the best style to ensure that the workers adapt to the situations. For example, followers may feel helpless and demotivated. The leaders should direct the followers on how to do the task. Other followers may be capable do the work but may have insufficient commitment. Leaders must consider these situations as different, and thus, they should employ different approaches, that is; directive and supportive approaches.  The article states that supportiveness and directives are important elements as they lead to employee satisfaction and leadership effectiveness (Thompson & Glasø, 2018). The author introduces an important thing known as in-agreement assessments. This means that in situational leadership, the followers and the leader must agree.  The agreement is based on whether the follower's competence is good or poor (Thompson & Glasø, 2018). The agreement or congruence will help both the follower and the leader recognize the developmental level, and the leader will provide the appropriate direction or support. 

 The situational approach within the Criminal Justice System

 First of all, it is important to understand that the role of community policing is to identify the real problems in the community and use community resources to provide solutions. Both citizens and police should cooperate to achieve positive results. They should work together to identify crime, report crime, conduct investigation, develop solutions, and work together to create prevention programs (Vinzant & Crothers, 1994). Police should shift from the traditional policing and street-level leadership. This means that police should know that in community policing, they are subjected to various pressures and therefore they should understand the context so that they can address the issues at hand. In carrying out official duties, police should know that the duty does not only entail task completion, but it also requires broader responsibilities (Vinzant & Crothers, 1994). For example, apart from focusing on the task, police need to ask themselves which type of approach to employ in a specific situation, and factors to consider.  Note that police interact with citizens and adhere to the standards of public policies. However, the article asserts that some public policies and rules do not adequately address some problems or situations. Therefore, police need to apply coping mechanism so that they can adjust to the specific circumstance and meet the citizens' needs (Vinzant & Crothers, 1994). In other words, the street-level leadership involves the use of situational approach where police use their judgment in different situations to maximize the welfare of the citizens. Note that in community policing, police focus on making a difference in people's life. Thus, police can adjust the policy, make an informed choice, understand the specific situation, and address the problems.

References

Thompson, G., & Glasø, L. (2018). Situational leadership theory: a test from a leader-follower

congruence approach. Leadership & Organization Development Journal, 39(5), 574-591.

Wright, E. S. (2017). Dialogic development in the situational leadership style. Performance

Improvement, 56(9), 27-31.

Vinzant, J., & Crothers, L. (1994). Street-level leadership: The role of patrol officers in

community policing. Criminal Justice Review, 19(2), 189-211.

 Transformational leadership

Transformational leadership theory as an explanation of leadership in general

Transformational leadership emerged in the 1970s, and it has been widely used by leaders to stimulate followers to change the perspective of achieving personal goals toward the perspective of achieving collective goals. According to Ghasabeh & Provitera (2017), organizations cannot achieve competitiveness, adapt to the uncertain business environment, and attain their goals without good leadership. Various scholars have further developed the transformational theory of leadership, and the common definition of the theory is that leaders inspire followers and at the same, meets the basic needs (Ghasabeh & Provitera, 2017). The common trait found in transformational leaders is charisma. This means that transformational leaders motivate followers to believe in themselves and to become more committed in order to achieve organizational goals. To motivate followers toward a positive change, leaders use four dimensions, namely; idealized influence- they create a strong relationship with followers, establishes standards of morals, and a shared vision. Through idealized influence, leaders enhance interaction and collaboration and motivate followers to develop collective interests.   Individualized consideration-transformational leaders recognize the needs and concerns of followers and offer support. Intellectual stimulation- leaders work with followers to develop new approaches and innovative ways.  Inspirational motivation- leaders have an appealing vision, high standards and expectations. Followers develop a strong sense of purpose and develop higher expectations (Ghasabeh & Provitera, 2017). Transformational leaders employ these dimensions to increase the followers' intellectual capacity and help them improve performance and increase productivity. An important point to understand on transformational leadership is that o employees require knowledge to solve problems and to meet innovative needs. Thus, transformation leaders provide employees with a new understanding to solve problems. They transform the employees' values and attitudes and motivate them to think critically.

 Chou et al., (2013) adds that organizations are using the model of a self-managed team to achieve a competitive, sustainable advantage. In today's competitive environment, team performance is required to respond to the changing environment and improve productivity.  In addition, a team leader is required to manage and guide the group of people so that they can achieve the end goal. Among the various style of leadership, transformational leadership has been recognized as the appropriate style to manage and guide the team and improve team performance.  Note that employees need cognitive trust- they must have confidence in leaders, and they need collective efficacy- a belief that employees can achieve higher performance (Chou et al., 2013). The article states that a transformational leadership style helps employees develop cognitive trust since they believe that the leader can help them complete the task. Due to the high level of trust in transformational leader, they develop cooperative behaviors and show a high willingness to complete the task (Chou et al., 2013). In addition, transformational leadership style helps employees develop collective efficacy since they believe that the leader will empower and encourage them to achieve the acceptable expectations  and a result, they will believe in themselves and increase the capacity to work together to complete a task.

Transformational leadership theory within the Criminal Justice

            Most organizations have recognized the benefit of transformational leadership in motivating workers to improve performance through factors such as affective commitment, beneficiary contact, and optimism (Caillier, 2014).Transformation leaders inspire workers to go beyond their self-interest and pursue a collective interest to achieve organizational goals.  The author states that the criminal justice system uses the transformational leadership to motive the public agencies to accomplish the social-oriented mission. This style of leadership helps the public sector workers improve effort to achieve higher performance (Caillier, 2014). According to the expectant theory, public service workers are motivated by their personality, skills, and abilities to improve performance.  For the workers to accomplish their mission, they must have valence and expectations. Within the criminal justice system, public service workers work on challenging goals, and they increase performance to achieve them. Transformational leadership play a significant role in helping the public workers set difficult goals (Caillier, 2014). They provide inspirational motivation- help them develop a sense of purpose, and intellectual stimulation- help them develop critical thinking skills to identify and solve problems.  Since transformational leaders have the ability to develop clear and important goals and as a result, government employees increases performance through goal setting (mission-related goals).Note that transformation leaders strengthen the workers' self-efficacy, and this enables the workers to see the importance of goals and strive to achieve them. In general, the criminal justice system uses the transformational leadership style to create mission-related goals,   increase the mission valence, and increase performance.

References

Caillier, J. G. (2014). Toward a better understanding of the relationship between transformational

Leadership, public service motivation, mission valence, and employee performance: A

Preliminary study. Public Personnel Management, 43(2), 218-239.

Chou, H. W., Lin, Y. H., Chang, H. H., & Chuang, W. W. (2013). Transformational leadership

And team performance: The mediating roles of cognitive trust and collective

Efficacy. Sage Open, 3(3), 2158244013497027.

Ghasabeh, M. S., & Provitera, M. J. (2017). Transformational leadership: Building an effective

Culture to manage organizational knowledge. The Journal of Values-Based

Leadership, 10(2), 7.

Adaptive Leadership

Adaptive leadership theory as an explanation of leadership in general

Jefferies (2017) assert that the traditional general notion of leadership is that a leader should always be in front to give directions. However, from adaptive leadership, a leader should not be in front but should be amongst the members. Both members and the leader should form a unique bond. The bond allows the leader to help member adapt to changing situations and grow.  There are many behaviors that an adaptive leader should exhibit, but the most important behavior is ‘getting on the balcony' (Jefferies, 2017).This means the leader should have the ability to figure out what is happening amongst the team. The leader is expected to identify the challenges, apply a different perspective, develop reflection-in-action, and view the situation using a critical lens. To understand the situation, the leader should also develop self-awareness and social awareness in order to understand the relationship between the people in the situation, and also understand the personal strengths. After getting on the balcony and understanding the situation, an adaptive leader should give feedback, make decisions, and mentor the group. Through coaching, the team members will interact, and through interaction, the adaptive leader will give response and feedback on the situation, and communicate the need to change (Jefferies, 2017). More importantly, the leader will help the members accept the situation and adapt to the challenging environment.

 Doyle (2017) adds that the global competitive environment is causing many adaptive challenges to organizations. Therefore, organizations require adaptive leadership to adapt to the changing work environment. In times like these, adaptive leaders must have the ability to guide the members through the adaptive process and help them adapt to the complex environments.  The author asserts that due to the modern external changes, the adaptive leader should create an adaptive culture where organization members understand the situation and implement innovative solutions (Doyle, 2017). For example, the financial crises that occurred in 2007-2009 affected the global financial system and disrupted the organizational system. During this period,   adaptive leaders were required to help the organizations adapt to the financial crises.  In all challenges that arise within the organization, adaptive leaders are required to identify the situational factors that might have contributed to the problem.  For example, problems might be technical, while others might be adaptive. Thus, leaders must differentiate between these two factors so that they focus on adaptive challenges and lead people through the adaptive process (Doyle, 2017).After identifying the situational factors, adaptive leaders must implement leader actions to help the members face difficulties. Finally, adaptive leaders should respond to the problem by employing solutions. In general, adaptive leaders should have developmental skills,   management skills, problems solving skills, and strategic thinking skills for them to understand the organizational complexities and handle the challenges.

  Adaptive leadership theory within the criminal justice system

  Adaptability means that leaders must have the ability to identify the challenges and help the workers adapt to the changing environment. Within the criminal justice system, police officers interact with people from different socioeconomic status, different ethnicities, professionals and other areas. Law enforcement expects police officers to adapt to these different environments and bring different in people's life. For example, for business to gain competitive advantage and find a position in the competitive world, they must understand the different needs of customers, and the market environment (Heifetz et al., 2009). Likewise, for police officers to main peace in the community and meet the needs of the citizens, they must understand the people they interact with and applying the intelligence to respond to the domestic issues. Note that effective policing is achieved through adaptability. This will enable the entire criminal justice system to respond to crime changes. Police officers should protect the community from threats by identifying the underlying challenges and guide people through the adaptive process for them to handle the challenges and achieve stability.

References

Jefferies, S. S. (2017). Adaptive Leadership in a Socially Revolving World: A Symbolic

Interactionist Lens of Adaptive Leadership Theory. Performance Improvement, 56(9), 46-50.

Doyle, A. (2017). Adaptive Challenges Require Adaptive Leaders. Performance

Improvement, 56(9), 18-26.

Heifetz, R., Grashow, A., & Linsky, M. (2009). Leadership in a (permanent) crisis. Harvard

business review, 87(7/8), 62-69.

Multiple Generations in the U.S. Workforce

Question 1

First, it is important to understand that Boomers feel that work should be given higher priority than personal life. They are optimistic, they value teamwork, and they are extremely hardworking. They can work for long hours to achieve professional accomplishments (Rubino et al., 2010). They are committed, and value works ethics. They are goal-oriented, and they are self-actualized- this means that they realize their full potential and capabilities (Rubino et al., 2010). Traditionalists are loyal employees, and they value teamwork and collaboration.  They are task-oriented, and they value authority and rules, they are disciplined, detail-oriented, and they like technological advancement and hierarchical structure

 Focusing on the integrated health system, a point to note is that the term means delivering quality health services to people when they need to achieve positive results.  In other words, it means that health care providers should provide coordinated services so that clients can gain continuity of care (Hoge et al., 2014). Thus, healthcare professionals should work together and collaborate effectively to meet clients' needs. For the generation x leader to integrate the practices of Boomers or Traditionalists into an integrated health system, he needs some core competencies. Note that the generation x leaders are independent and individualistic leaders who value freedom and love accomplishing things using their own ways. Assuming that I am a generation x leader, I must have the following competencies to ensure a successful integration.

• Collaboration and Teamwork- as a gen x leader, I should collaborate and work with other health care providers to identify healthcare problems and provide the solution (Advisory Board, 2019). I should value the diversity of inter-professional team members and community health workers to understand clients' preferences and meet their needs.
• Interpersonal communication- as a generation x leader, I should develop working relationships with healthcare consumers and healthcare providers to provide quality services (Advisory Board, 2019). Interpersonal communication will help value teamwork, respect others, and become accountable.
• Practice-based Learning-I should join team-based learning to improve system design, adjust care plans, address errors to reduce future errors, and gain knowledge on evidence-based treatment (Advisory Board, 2019). This will help value personal growth and improve service delivery.

Question 2

As a generation x leader, I will motivate the experienced generation through training and development. Note that generation x leaders like development and external coaching (Rubino et al., 2010).Therefore, I will help the experience generation develop new skills so that they can gain natural strengths. I will help them look for external learning to extend their capabilities and shape their future.

Question 3

To appeal to the experienced generation without sacrificing my authenticity, I would provide them with flexible schedules. Since I value independence and self-reliance, I would provide flexible schedules for them to create personal and work balance (Rubino et al., 2010).  I would also create in-person interaction, and the connection will allow me to provide mentorship and coaching. Lastly, rather than setting expectations for them, I will ask them to set their expectations. Defining expectations on their own will allow them to identify issues and find solutions.

Question 4

 To deepen my self-awareness of inclusive and diversity, I will lead by example. In other words, I will be a leader in diversity and use inclusive language, and more importantly, acknowledge and embrace diversity (Rubino et al., 2010). In every aspect of life, I will interact with people who have a mix of viewpoints so that I can engage in diverse thinking and more importantly, develop creativity and innovation. Second, I will not agree with all the present beliefs, but I will ask powerful questions until I get the facts. I will connect myself with peers who have different perspectives so that we can have a discussion, and more importantly, develop respect of different perspectives and gain personal development (Rubino et al., 2010). Lastly, I will understand my implicit bias so that I can develop a high standard of respect.  

References

 Rubino, Louis G.,Esparza, Salvador J.,Chassiakos, Yolanda. New Leadership for Today's Health Care

Professionals (Kindle Locations 2008-2010). Jones & Bartlett Learning. Kindle Edition.

RUBINO, L. O. U. I. S. G. (2018). New leadership for today's health care professionals. Place of publication not identified: JONES & BARTLETT LEARNING.

 Advisory Board. (2019). The Changing physician workforce.

Visionary, Processor and Operator Leadership Styles

Effective leadership style is important in the modern global competitive environment.  For the organization to achieve the desired goals, leaders must adopt the best style and influence followers. Leaders should also coordinate employees, take obligation, set targets, and be adaptable (Herbers, 2016). Today, business owners should not only depend on their employees but they should also focus on their own actions. Note that it is important to support the employees by providing them with the right tools, creating a positive culture, offering compensation, addressing their needs and opportunities, among other practices (Herbers, 2016). However, it is also important for the owners to become leaders by choosing the best management style which not only fits other key roles but which also fits their personality. For example, business owners must become real visionaries. This means that apart from addressing the employees' needs, they should try new things that will benefit the entire organization. They should focus on growing the firms bigger and apply others' ideas (Herbers, 2016). Business owners should also be action-oriented. This means that they should be in the forefront to solve problems and after solving one problem, they should identify other problems and offer solutions. They should offer constant energy to make sure that business operations are running smoothly. Lastly, business owners should be processor leader. This means that they should recognize potential problems and provide a successful formula to maximize growth. It is important to understand that in the competitive environment, these leadership styles are not learned but they are natural (Herbers, 2016). Thus, it is the role of the business owner to recognize the leadership style and take advantage of natural talent. It is advisable that business owners should not only focus on being the source of primary revenue but they should focus on adding value to the firm by identifying the role to play to move the firm to the next level.

Definition

A visionary leader is someone with imaginations, sees a big picture, sees a potential for change, have a wonderful vision, and shows a heartfelt commitment to achieve the vision. It is important to understand that visionary leaders address long-term issues and they must use their vision and courage to embrace change and stay on track (McKeown, 2017). Example of a visionary leader is an inventor. For instance, an investor is someone who crafts a vision, brings innovation, solves problems, and develops the technology. Thus, an investor is a visionary leader who thinks big and develops ideas. A processor leader is someone who has an innate desire to design and implement new skills in business situations. In other words, a processor focuses on the company's systems and processes and brings priorities to ensure that the organization is smoothly running. Processor leaders are not customer-focused by they focus on improving the process, and outsourcing (McKeown, 2017). Example of a processor leader is the project manager. Note that in the organization, the project manager focuses on the project and in specific, the systems and processes. To ensure that the project achieves a successful completion, the project manager ensures efficiency and consistency, employs measurable and objective standards to make decisions, works with project teams to run scenarios, and thinks logically to bring accuracy. An operator leader is someone who gets the job done. He is task-focused and he eliminates unnecessary activities and complicated systems to ensure that things are done (McKeown, 2017). Example of an operator leader is a brand manager. Note that the role of a brand manager is to innovate brands, conduct sales analysis, manage the budget, work in product development, and develop business opportunities among other roles.

Similarities and differences of Visionary, Processor and Operator Leadership Styles

 The three styles of leadership have similarities. All work together to ensure that the organization achieves its goals. For example, the visionary leader starts new projects and the operator completes the projects. Note that the visionary establishes long-term strategies and initializes the vision (Anderson, 2013). After creating the organization vision, the processor comes in and thinks logically about the rhythms to the work.  In other words, the processor concentrates on what should be done or which systems and processes should be put in place to achieve the desired change. The operator also works with visionary and processor leaders to ensure that the organization's operations are going smoothly (Anderson, 2013).  In other words, since the visionary leader has established the vision, and the processor has designed and implemented effective systems and processes, the operator leader coordinates tasks to get things done.  In general, leaders will not achieve their goals without relying on the other.

 However, even though the three styles of leadership rely on the other, they differ in that they have different motivations. In other words, they have different ultimate goals and that is why they work differently. For example, the motive of a visionary leader is to start new things.  The visionary leader does not focus on the existing challenges but holds a positive outlook and sees a big picture, and have hope that in the future, the organization will be in a better place (Anderson, 2013). On the other hand, operator leaders do not recognize the potential but they fix things. His motive is to take actions and get things done.  Lastly, the motive of the processor leader is to systematize and supervise.  He is very detailed and employs the analytical approach to ensure quality control.

Example of leaders

 Charles Coffin is a great example of a processor leader. He exercised efficiency and supported the General Electric organization by setting up effective systems. He focused on systematic management development and made GE the top corporation. An example of a visionary leader is Jenny Fleiss. The latter is someone who has a creative energy and comes up with ideas. For example, she founded the Rent the Runway Company and Jetblakc Company. She is an innovator and she has a big picture of the future to ensure that American women rent dresses rather than buying (Anderson, 2013).  An example of an operator leader is Sam Walton.  The latter is the foundation of Walmart and he was task-focused and ensured that the employees worked hard to achieve the desired objectives.

Situations in which each of these styles may be useful

 A processor leadership style can be used in the manufacturing process. At this situation, the processor leader focus on the implementation strategy. This means that the leader must come up with detailed design, procedures, equipment, packing, storing, and other elements of production to be used in mass manufacturing. In general, the leader must identify the technologies and systems to achieve the organization objectives. Visionary leadership can be applied to the healthcare system. Note that in order to improve the healthcare system, there must be a clear vision (Anderson, 2013). In this situation, the visionary leader should create a vision, and communicate the vision. The operator leadership style can be applied to restaurants. An operator leader should operate the business and ensure that employees show a high capability to meet the organization goals.

References

 McKeown Les. (2017). What is Your Leadership Style?  Retrieved from: https://medium.com/do-book-company/whats-your-leadership-style-fdc8bad45fe0

 Anderson Erika. (2013). Leader, Manager, Operator, Which Are You?  Retrieved from: https://www.forbes.com/sites/erikaandersen/2013/02/17/leader-manager-operator-which-are-you/#7fe3d8626095

 Herbers Angie. (2016). The 4 Styles of Advisor Leadership.  ALM Media Properties. . Retrieved from: https://www.thinkadvisor.com/2016/03/01/the-4-styles-of-advisor-leadership/?slreturn=20190715025439

Table of contents

1.0. Executive summary............................................................................................................................3

2.0. Key economic and national security challenges facing the development of these major naval ship/submarine building projects………………………………………………………..3

            2.0.1 Myriad operating cost……………………………………………………..3

            2.0.2 Management and maintenance of potential workforce……………………4

            2.0.3 Funding of the projects by the government………………………………..5

            2.0.4 Seeking private sector support…………………………………………….5

3.0 Opportunities..........................................................................................................................................6

3.0.1 Job creation and infrastructure improvement………………………………6

            3.0.2 Increasing South Australia’s GSP (gross state product) and improved overseas             relationships………………………………………………………………………..6

4.0 Conclusion and recommendations……………………………………………………..6

5.0 References…………………………………………………………………………….8

                                                                                Executive summary

            As much as the Naval ship building and the termination of the long-term submarine construction is concerned, it is important to take into consideration the need of investigating the perspectives of the South Australian Defense Industry.  Accordingly, it will be vital to take the opportunity of effectiveness of some of the newly implemented naval contracts of the South Australia as well as the impacts that they might induce. In addition to that, this essay will have to take into account the need of discussing the manner in which Defense Industry had managed to open various business opportunities to their government, multiple potential workers, as well as other perceived private sectors within the economy. As a result of that, some of the main challenges that the Defense Industry would faced from the time it was first established to sustain the naval ship building projects just within South Australia will also be discussed. Finally, such an analysis will be followed with a conclusion that will be aimed at determining whether the project was beneficial or viable to improving the wellbeing of the South Australia economy.

Key economic and national security challenges facing the development of these major naval ship/submarine building projects

Myriad operating cost

            As much as these projects are concerned, there were various enablers that were projected to have the ability of it to succeed. Regardless of the various opportunities that was perceived to arise from such a project, it is evident the naval projects also encountered various challenges. The first challenge that made the projects not to progress is the multiple expenses that the management authority had to encounter. This implies that the entire infrastructure had to be modernized, be innovative, as well as remain sustainable (Naval Today, 2019 p.1). Material acquisition, transportation, payment of associated equipment, and payment of the employees’ salaries were the main expenses that had to be met. Likewise, it was important for the management authority to ensure that they have managed to cuter for the expenses incurred during the maintenance of the shipyards during its construction (Pwc, 2017 p.3).  Because of the existence of insufficient funds, the projects can end failing in the long-run.

Management and maintenance of potential workforce

            The next challenge that the naval ship building industry encountered was the continued management and maintenance of their potential employees. As the project was coming to completion, it was evident that the number of employees available continued to decline considerably. As a result of that there was a continued demand for workers to assist in enabling the day-to-day operating activities of the upcoming naval ship building projects. As a result of that, what this meant is the fact that the demand for employees in the future will increase so as to sustain the naval ship building contracts (John, et al., 2015 p.11). Taking into account the information published by the Australian Department of Defense, the demand for sufficient of employees was to assist in managing various sustainable tasks, its supply chain activities, as well as other indirect or direct activities that will continue making the whole projects to run smoothly. In accordance with that, the effective control of those activities was also another issue that can make the project not to prosper or be completed within the stipulated time (Australian Government, Department of Defence, 2017 p.63). The same scenario was to take into account the need of ensuring that the projects have met construction standards.

Funding of the projects by the government

            Ideally, it was found out the continued financing of the upcoming submarines was to cost the government billions of money. As a result of that, the government was compelled to ensure that it has looked for various sources that will aid funding such projects as well as assist in pushing the continued economic growth of the state.  As one of the project enablers, the approach the government will have to use is the one that had the potential of solving such an issue. What this implies is the fact that the government was to be forced to seek extra funding and technological support from other potential countries. The same was to force the Australian community to come together in fostering the success of the project (Australian Government, Department of Defence, 2017 p.110).

Seeking private sector support

            For the continuity of the naval ship building project, there was the need of seeking support from various servicing companies and manufacturing industries. The reason for that is because quality control is also one of the issues that necessitated the Australian government to collaborate with potential private sectors in meeting safety standards. Contracting problems with the overseas companies has the ability of impacting the entire project hence effecting partnership transparency (Slocombe, 2019 p.1).  In addition to that, the entire naval ship building project will have to ensure that they have obtained support from private investors in terms of finances. The presence of limited international niche market and security challenge is also another factor that will make the project not to succeed

                                                Opportunities

Job creation and infrastructure improvement

            One of the opportunities that are project to arise from such a project is the creation of job as well as supporting existing workers. The creation of employment opportunities will have the potential of increasing the number of people employed hence solving the problem of unemployment. For instance, some of the people to be employed will assist in direct ship building as well as supporting other related South Australian ship building industries. Moreover, the program will have the potential of ensuring job security as well as fostering it sustainability for the upcoming generations (Naval Today, (2019 p.1)). Since the project will heavily depend on external resources, it means that manufacturing industries will also be aid in constructing and sustaining the naval ships. This will also take into account the need of improving infrastructure (Engineersaustralia.org.au, 2019 p.1).

Increasing South Australia’s GSP (gross state product) and improved overseas relationships

            Regardless of the myriad expenses that the government of South Australia will have to encounter, the entire project will have the potential of improving its GSP. The importation and exportation of materials will also enable the SA government to develop better foreign relations. This will take into account the trading and occupational opportunities to be developed. Moreover, it is possible to share development and research expenses and improving innovative technologies to use. The exportation of the naval ships will also end up increasing the SA economy (Pwc, 2017 p.6).  

Conclusion and recommendations

            To sum up, once the naval ship building contracts have started, it is evident that they will bring various opportunities to South Australia.  Despite that, although all that will be aimed at improving the economic wellbeing of SA, there are also various challenges to be faced.  Job creation, development of better foreign ties, technological advancement, improving the GSP of SA, and supporting private sector industries are some of the opportunities that will arise. Unfortunately, increasing operating expenses, recruiting enough workers, payment of employees’ salaries, obtaining private sector support and the short-term and long-term funding of the projects are some of the challenges that will affect the project. 

            Because of those challenges, the SA government should ensure that it has obtained enough finances from other potential investors. It is also vital to ensure that they have understood the mechanism to be used in obtaining the required workforce. Moreover, it is important to ensure that effective strategies have been implemented to assist in training and maintaining skilled workers. Production and labor expenses need to be managed efficiently so as to ensure that ship construction standards have been met. In so doing, it will be able to foster the longevity of the naval ships if properly planned before launching it.

                                                            References

Australian Government, Department of Defence. (2017). Naval Shipbuilding Plan. Retrieved from: http://www.defence.gov.au/NavalShipbuilding/Docs/NavalShipbuildingPlan.pdf

Engineersaustralia.org.au. (2019). Naval Shipbuilding Plan promises improved infrastructure | Engineers Australia. [online] Available at: https://www.engineersaustralia.org.au/News/naval-shipbuilding-plan-promises-improved-infrastructure [Accessed 20 Aug. 2019].

John B.,  John, F. S., Mark V. A., Edward G. K., Joel B. P., James B., Irina D., Dan J., James G. K., Gordon T. L., Roger L., Robert M., David N., Giacomo P.P., Deborah P., Brian P., JERRY M. S., Shane t., and Obaid Y. (2015). Australia's Naval Shipbuilding Enterprise: Preparing for the 21^st century. RAND Corporation

Naval Today. (2019). Australia: $535 million Osborne naval shipyard project makes progress. [online] Available at: https://navaltoday.com/2019/07/01/australia-535-million-osborne-naval-shipyard-project-makes-progress/ [Accessed 20 Aug. 2019].

Pwc.com.au. (2017). What we know about the economic benefits of naval shipbuilding for South Australia. Retrieved from: https://www.pwc.com.au/publications/pdf/defence-briefing-note-oct17.pdf

Slocombe, G. (2019). Is this the near future of Australian naval shipbuilding? | The Strategist. [online] The Strategist. Available at: https://www.aspistrategist.org.au/is-this-the-near-future-of-australian-naval-shipbuilding/ [Accessed 20 Aug. 2019].

 LEADERSHIP EFFECTIVENESS

Our personality has a lot of impacts in our lives, our personality is responsible for how we interact with each other, and how we interact with our families and friend. The five traits of personality are important in helping us understand how personality makes one an effective leader.  Personality plays an important role in our live, it acts as our automatic drive in situations. The five traits are; Dependability, this trait depends on one’s ability to show the trait of responsibility. Agreeableness when one has the capability to show sympathy. Intellectance, is when one is capable to be open minded. Surgency which is the capability to be social with others and emotional stability which is the leaders ability to stay calm when put under pressure (Pendleton &  Furnham, 2012).

The trait of surgency is defined by talkativeness and assertiveness. This trait is also referred to as extraversion and leaders who poses this trait like to be in charge and being responsible for others. Leaders with this personality trait tend to make good effective leaders.  Leaders who score high on the agreeableness are warm and easy to approach while leaders who score low on this dimension are cold and distant. For a leader to be effective they have to score high on the agreeableness dimension. For one a leader to be effective they have to have high emotional stability such that they display a high degree of being calm and adjusted (Pendleton & Furnham, 2012).  For a leader to be effective they have to be open minded and imaginative this means that they have to score high on the intellectance dimension or trait. Personality plays a very large role in determining the effectiveness of a leader.

Preferences have a large impact on leadership effectiveness. An individual with a preference for extraversion are energized by interacting with others and love to work in groups rather than work alone and are easily approachable.  Introverts take time to think things through.  Individuals with a preference of Sensing always prefer to take in the details of information that is real and tangible. They are very observant and tend to take in every little detail of their environment. Individuals with a preference for intuition tend to look at the bigger picture and asses information from a certain point of view. Intuitive individuals think and process multiple  ideas (Alkahtani, Ismael, Mohamed, & Davoud, 2011). Individuals with a thinking preference tent to always consider the logical consequences of a decision before they take or steps they take.  They are always energized when it comes to logical arguments while individuals with the thinking preference tend to consider what is important for others, they place themselves in situations so that they can identify others and make a decision based on honoring the values and beliefs of others.  Individuals with the judging preference love to approach things in a planned way. These individuals tend to be organized. Individuals with a perceiving preference are very flexible they are always going for last minute options.  All this preferences have a large impact on how effective a leader will be.  

Motivation is the extent to which much effort is directed towards achieving a certain set goal.  Motivation has four aspects. Efforts, which an individual may apply tremendous efforts that help achieve or might not help achieve a set goal. Persistence is the second aspect of motivation, this is the willingness to accomplish a task or achieve a set goal.  The other aspect of motivation is direction which is the efforts that are directed towards achieving the set goals. The last aspect of motivation is goals, individual and organizational goals (Nader, 2019). All these aspects of motivation play an important role in determining how effective a leader will be, an effective leader should be able to motivate those who fall under his leadership.  A leader should seek out and know what motivates his employees.

Leadership styles are also responsible for impacting a leader’s effectiveness. Leadership styles impact the organization by affecting the morale of employee and their decision making. An effective leader should be careful when it comes to analyzing problems, assessing the skills of their employees and being able to make careful informed choices (Duggan, n.d.). It is only through choosing the most appropriate leadership style for the situation that an effective leader provides a long lasting solution.

 The Myers-Briggs Type Indicator (MBTI) is a tool that helps identify one’s personality and preferences. The tool is made up of self inventory questionnaire.  According to this tool there are four areas of personality that affects one’s ability to learn. The results of this tool are in four dimensions namely; Extraversion and introversion based on how one directs their energy sensing and intuition based on how one processes certain information, thinking and feeling based on how one makes judgments and judging and perceiving which is based on ones organizational preferences (Gordon, 2000).  From this tool one can be a perceiver, judger, feeler, thinker, intuitor, sensor, introvert, or extravert. This tool is effective and the preferences can be combined.

            As a leader and as a subordinate I prefer the democratic leadership style where decision involves the leader and the employees.  The leader values the efforts of his team of subordinates, criticism and praise are given objectively and a sense of responsibility is developed in the group (Khan, Khan, Qureshi, Ismail, Rauf, Latif & Tahir, 2015). From my personal experience this leadership style has its pros and cons. The first advantage if this style is that it helps solve complex issues, this style encourages the development of a creative environment, and it also helped encourage connectivity between team members.  The disadvantages of this style include; it is regretful at times when every member of the team thinks that their input has to be implemented and as a leader I spent a lot of time apologizing to individuals whose idea was not implemented and processing decision at times tends to take a lot of time and this slows down implementation of some input (Miller, 2017).

            Being an effective leader means I have the ability to influence and motivate others work well.  As a leader I am responsible for creating a vision and the duty to motivate others to pursue this vision.  My personality greatly defines how I fit into a leadership style. My personality as an extraversion and conscientiousness puts me in a good position to be an effective leader. The leadership style I use also impacts my leadership a lot (Bertsch, Nguyen, Alford,  Baran, Reynen, Saeed & Ondracek, 2017). To achieve a higher effectiveness as a leader the democratic leadership style can be improved through taking some of the control back from the subordinates the control will be taken from an area that has the chance to improve a business (Bianca, n.d). Lastly, this style can be improved by taking charge of opening another business location and develop a new product while the team of subordinates handles the existing operations. 

.

Reference List

Alkahtani, H. A.,  Ismael, A., & Mohamed, S., and Davoud, N., 2011. The impact of personality and leadership styles on leading change capability of Malaysian managers. Australian Journal of Business and Management Research. 1. 70-99.

Bertsch, A., Nguyen, H.T.H., Alford, A., Baran, W., Reynen, J., Saeed, M. and Ondracek, J., 2017. Exploring the relationship between personality and preferred leadership. Journal of Leadership, Accountability, and Ethics, 14(1), pp.32-45.

Bianca, A., n.d.  Three ways to Improve leadership styles. Retrieved from; https://yourbusiness.azcentral.com/3-ways-improve-leadership-style-3522.html

Duggan, T., n.d. The Effects of Leadership Styles on the Organization. Retrieved from; https://yourbusiness.azcentral.com/effects-leadership-styles-organization-5247.html

Gordon, H.R., 2000. Myers Briggs Type Indicator Personality Characteristics of Beginning Trade and Industrial and Health Occupations Education Secondary Teachers. Journal of Health Occupations Education, 14(1), p.6.

Khan, M.S., Khan, I., Qureshi, Q.A., Ismail, H.M., Rauf, H., Latif, A. and Tahir, M., 2015. The styles of leadership: A critical review. Public Policy and Administration Research, 5(3), pp.87-92.

Miller, O., 2017. 8 Pros and Cons of the Democratic Leadership Style. Retrieved from; https://medium.com/democraticleadership/8-pros-and-cons-of-the-democratic-leadership-style-5b668f070c1b

Nader, R., 2019. Leadership and motivation (Doctoral dissertation).

Pendleton, D. and Furnham, A., 2012. The impact of personality on leadership. In Leadership: All You Need To Know (pp. 135-154). Palgrave Macmillan, London.

 LEADERSHIP EFFECTIVENESS

 Our personality has a lot of impacts on our lives; it is responsible for how we interact with each other, and how we interact with our families and friend. The five traits of personality are essential in helping us understand how personality makes one an effective leader. Personality plays a vital role in our life. It acts as our automatic drive in situations. The five traits are; Dependability, which depends on one's ability to show responsibility. Agreeableness, which is one's capacity to show sympathy. Intellectance, one's capacity to be open-minded. Surgency, which is the capability to be social with others and emotional stability, which is the leader's ability to stay calm when put under pressure (Pendleton & Furnham, 2012).

Surgency is defined by talkativeness and assertiveness. It is also referred to as extraversion and leaders with this personality like to be in charge and being responsible for others, and eventually they make effective leaders. Leaders who score high on the agreeableness are warm and easy to approach while leaders who score low on this dimension are cold and distant. For a leader to be effective, they have to score high on the agreeableness dimension. For a leader to be effective, they ought to have high emotional stability such that they display a high degree of being calm and adjusted (Pendleton & Furnham, 2012). For a leader to be effective, they have to be open-minded and imaginative, this means that they have to score high on the intellectance dimension. Personality plays a huge role in determining the effectiveness of a leader.

Preferences have an enormous impact on leadership effectiveness. Individuals with a preference for extraversion are energized by interacting with others and love to work in groups rather than work alone and are easily approachable while introverts take time to think things through. Individuals with a preference for sensing always prefer to take in the details of the information that is real and tangible. They are very observant and tend to take in every little aspect of their environment. Individuals with a preference for intuition tend to look at the bigger picture and asses information from a certain point of view. Intuitive individuals think and process multiple ideas (Alkahtani, Ismael, Mohamed, & Davoud, 2011). Individuals with a thinking preference tent to always consider the logical consequences of a decision before they take action. They are always energized when it comes to logical arguments while individuals with the thinking preference tend to consider what is important for others, they place themselves in situations so that they can identify others and make a decision based on honoring the values and beliefs of others while individuals with the judging preference love to approach things in a planned way. These individuals tend to be organized. Individuals with a perceiving preference are very flexible they are always going for last-minute options.  All these preferences have a significant impact on how effective a leader will be.  

Motivation is the extent to which much effort is directed towards achieving a particular set goal. Motivation has four aspects. Efforts, which an individual may apply tremendous energy that helps achieve a set goal. Persistence is the second aspect of motivation, this is the willingness to accomplish a task or achieve a set goal. The other aspect of motivation is direction, which is the efforts that are directed towards achieving the set goals. The last aspect of motivation is goals, individual, and organizational goals (Nader, 2019). Motivation plays an important role in determining how effective a leader will be, an effective leader should be able to motivate those who fall under his leadership. A leader should seek out and know what motivates his employees.

Leadership styles are also responsible for impacting a leader's effectiveness. Leadership styles impact the organization by affecting the morale of employees and the decision making of leaders. An effective leader should be careful when it comes to analyzing problems, assessing the skills of their employees, and being able to make careful, informed choices (Duggan, n.d.). It is only through choosing the most appropriate leadership style for the situation that an effective leader provides a long-lasting solution.

 The Myers-Briggs Type Indicator (MBTI) is a tool that helps identify one's personality and preferences. The tool is made up of self-inventory questionnaire. According to this tool, there are four areas of personality that affect one's ability to learn. The results of this tool are in four dimensions, namely; Extraversion and introversion, based on how one directs their energy. Sensing and intuition based on how one processes certain information. Thinking and feeling, based on how one makes judgments. Judging and perceiving, this is based on one's organizational preferences (Gordon, 2000). From this tool, one can be a perceiver, judger, feeler, thinker, intuitor, sensor, introvert, or extravert. This tool is effective, and the preferences can be combined.

  As a leader and as a subordinate, I prefer the democratic leadership style where decision making involves the leader and the employees. The leader values the efforts of his/her team of subordinates, criticism, and praise are given objectively and a sense of responsibility is developed in the group (Khan, Khan, Qureshi, Ismail, Rauf, Latif & Tahir, 2015). From my personal experience, this leadership style has its pros and cons. The first advantage of this style is that it helps solve complex issues, this style encourages the development of a creative environment, and it also helped encourage connectivity between team members. The disadvantages of this style include; it is regretful at times when every member of the team thinks that their input has to be implemented and as a leader I spent a lot of time apologizing to individuals whose idea was not implemented and processing decision at times tends to take a lot of time, and this slows down implementation of some input (Miller, 2017).

           Being an effective leader means I have the ability to influence and motivate others to work well. As a leader, I am responsible for creating a vision and the duty to motivate others to pursue this vision.  My personality greatly defines how I fit into a leadership style. My personality as an extraversion and conscientiousness puts me in a good position to be an effective leader. The leadership style I use also impacts my leadership a lot (Bertsch, Nguyen, Alford, Baran, Reynen, Saeed & Ondracek, 2017). To achieve higher effectiveness as a leader, the democratic leadership style can be improved through taking some of the control back from the subordinates the control will be taken from an area that has the chance to improve the business (Bianca, n.d). Lastly, this style can be improved by taking charge of opening another business location and develop a new product while the team of subordinates handles the existing operations. 

.

Reference List

Alkahtani, H. A.,  Ismael, A., & Mohamed, S., and Davoud, N., 2011. The impact of personality and leadership styles on leading change capability of Malaysian managers. Australian Journal of Business and Management Research. 1. 70-99.

Bertsch, A., Nguyen, H.T.H., Alford, A., Baran, W., Reynen, J., Saeed, M. and Ondracek, J., 2017. Exploring the relationship between personality and preferred leadership. Journal of Leadership, Accountability, and Ethics, 14(1), pp.32-45.

Bianca, A., n.d.  Three ways to Improve leadership styles. Retrieved from; https://yourbusiness.azcentral.com/3-ways-improve-leadership-style-3522.html

Duggan, T., n.d. The Effects of Leadership Styles on the Organization. Retrieved from; https://yourbusiness.azcentral.com/effects-leadership-styles-organization-5247.html

Gordon, H.R., 2000. Myers Briggs Type Indicator Personality Characteristics of Beginning Trade and Industrial and Health Occupations Education Secondary Teachers. Journal of Health Occupations Education, 14(1), p.6.

Khan, M.S., Khan, I., Qureshi, Q.A., Ismail, H.M., Rauf, H., Latif, A. and Tahir, M., 2015. The styles of leadership: A critical review. Public Policy and Administration Research, 5(3), pp.87-92.

Miller, O., 2017. 8 Pros and Cons of the Democratic Leadership Style. Retrieved from; https://medium.com/democraticleadership/8-pros-and-cons-of-the-democratic-leadership-style-5b668f070c1b

Nader, R., 2019. Leadership and motivation (Doctoral dissertation).

Pendleton, D. and Furnham, A., 2012. The impact of personality on leadership. In Leadership: All You Need To Know (pp. 135-154). Palgrave Macmillan, London.

Importance of following Military orders and living army values day by day

Introduction

            In order for a person to be successful in his or her career, he or she must listen as well as take into consideration the significance of all they learn or do all the time. In the process of executing any duty, it is important to keep on following what the seniors say and also keeping the rules of the work into account. As a trustworthy military officer, it is vital to stick to what you are told to do through following the guidelines provided. Basically, army values and orders are fundamental in assisting soldiers as well as army civilians in making right decisions in any situation or situations that they might be at. The importance of following military orders are based on the seven army values discussed below

            Loyalty - to begin with, with loyalty, it becomes possible for the soldiers to increase their fighting effectiveness as well as ensure that they have build unity amidst disordered situation. To any soldier, taking time to listen as well as looking for means of improving army operations. In return, it will be easier for a soldier to follow strict orders-even life threatening- as well as enable his or her unit to accomplish the duty assigned to or their mission. Likewise, it will be easy to keep each other accountable or responsible hence insuring that the hazardous and the complex guidelines provided by the commander are adhered to.  Good army units end up building loyalty as well as trusting each other through training. As an army leader, for example, it will be possible to earn subordinate loyalty through training them efficiently, treating them comparatively, and so on. The reason for that is because trust and loyalty are extremely fundamental for successful operations of the army units. This implies that the realism of the modern army operations indicates that when soldiers are united aid in fostering successful mission results.

            Duty – as a soldier, it is important to take into account the importance of fulfilling your obligations. The duty a soldier will be assigned to goes beyond orders, law, and regulation. The need of executing one’s task entails striving to do your best. As a result of that, it because possible for any army leader to exercise initiative whenever fulfilling a certain purpose. With such an initiative, it becomes easier for the army leader/s or soldiers to take responsibility for their actions. On the other hand, conscientiousness is one of the human traits that have the potential of internalizing duty.  Therefore, it becomes possible for a conscientious army leader/s or soldier to develop a sense of accountability for individual contributions. That will be easily expressed through practicality, devoted efforts, trustworthiness, thoroughness, and organization.

            Respect – respecting other is the foundation for treating others with dignity. As it says, treat others the way you desire them to treat you. Naturally, army leaders or soldiers ought to work and collaborate with people from different ethnic backgrounds. It is important for any soldier to ensure that he or she has prevented any misunderstanding that arises from cultural differences. In the process of actively learning about the various cultures as well as appreciating the culture of others will assist in counseling, coaching, and mentoring subordinate army groups. For example, once an army officer decided to better understand the culture of others, it will be easier to cultivate a climate that treats others with respect and dignity, despite their religious beliefs, gender, race, creed, or sexual orientation.

            Selfless service – this is the provision of military services without expecting any award or awards for performing it. It entails dedication your time to offer services that will benefit the army, the unit, or the nation as a whole. Despite that, it should be understood that although the needs of the nation and the army comes first, he or she should not neglect his or her family or themselves. Additionally, although such services are not meant to be rewarded, it gives an army officer the opportunity of doing what is right for the army, unit, subordinates, or the nation.

            Honor – honor has the ability of providing the moral or ethical compass for personal character and conduct for any military officer. Honor has the power of holding together the army values. In so doing, it means it becomes possible for a military officer to demonstrate his or her understanding about what is wrong or right. Living an honorable life, in line with following military orders, enables a military officer to be a role model to others and contribute to an army’s positive image. The manner in which military officer will be conducting themselves and meeting their obligations will in return aid in demonstrating how they respect the army values.  Ideally, it offers a person the strength to live and comply with the army values, particularly in chaotic situation/s.

            Integrity – military leaders and their subordinates are bound to follow and stick with clear principles. The reason for that is because always the army depends on a military leader of integrity who upholds high ethical standards.  Such individuals ought to be honest in deed and word. In following this value, it means that any military officer will remain to honest to others through demonstrating that they are committed to truth.  When it comes to following military orders, it compels a soldier to do the right thing just because his or her character permits him or her to do so. Although individual values may go beyond religious, cultural, or political beliefs, they should not oppose the army values. Following the army orders will enable a military officer to resolve the conflicts that might exist between army values and personal values hence making him or her to become a morally complete military office.

            Personal courage – this entail not letting personal fear limit you from doing what is required. Moral and physical are the two main forms of personal courage. With physical courage, it becomes easier for a military officer to overcome fears concerning bodily harm and executing his or her duty. This in return will have the ability of triggering bravery that enables the soldier to take risks while in mission or battle regardless of the fears of being wounded or even dying. Conversely, the readiness to stand firm on convictions, principles and with the army values is what is considered to be a moral courage. In the act of demonstrating that, it becomes possible for a soldier to stick to what they consider to be right.

Conclusion

            The army values and orders comprises of standards, principles, and qualities that are perceived to be ultimately necessary for successful soldiers. It is the responsibility of any military offer to follow military orders and army values for the betterment of his or her army, unit, subordinate members, and the nation as a whole. With respect to that, army civilians and soldiers decide to be recruited in army with individual values that were initially developed at childhood before becoming natured for decades through personal experiences. In the process of taking an oath to serve the institution and the nation, a soldier promises to live as well as act by the army values.

Question 7

The Moving to Opportunity housing experiment is an experiment that was carried out by the U.S Department of Housing and Urban development. This experiment was designed to answer whether moving a person from a high poverty neighborhood and taking them to a low poverty neighborhood improves their social and economic life. Moving to opportunity housing experiment aimed at assisting low income earners move from some of the most distressed neighborhoods in America.  The Moving to opportunity was particularly effective in proving the casual effects of the policy because the experiment was able to achieve improved neighborhood outcomes the individuals who were relocated to low poverty neighborhoods from distresses neighborhood reported that they felt safer in the new neighborhood (Tama & Jeanne, n.p).

 It was also effective in proving its casual effect because the mental health of the individuals in these new low poverty level neighborhoods improved and other physical aspects of their health increased also.  This experiment was effective in proving its casual effect because it managed to improve the health outcomes of female youths. Lastly, It helped increase the mathematical ability of the children who were formerly living in distressed neighborhoods.  Moving to Opportunity is an example of mobility paradigm policy in the sense that it was used to solve the problem that exist in urban areas. Problems such as inner city poverty and racial concentration (Tama & Jeanne, n.p). The fact that the Moving to Opportunity experiment was done using mobility vouchers that were given to those living in inner city distressed neighborhood makes it a mobility paradigm policy.

Question 8     

Place identity is also referred to as place based identity. Place identity refers to certain ideas about a place in the field of urban sociology. Over the years place identity has become very significant in urban planning design. Place identity is also defined by the inhabitants of the place and the contribution these inhabitants make towards this place.  Place identity is subject to change, it is continually changing as a result of the changes that take place in the variable that shape it (Ujang &  Zakariya, 712). These variables include race, ethnicity and culture. 

            For the purposes of development it is important to consider place identity.  History is an important concept of a place identity. History changes and a place has a history of past events during development it is important to consider the history of the place (Ujang & Zakariya, 713).  It is important that planners and urban designers examine the meaning people attach to a place before making developments.  It is also important that urban planners understand the sense of place so that they can be able to integrate the attributes and characteristics of a place for purposes of development. 

Question 9

Gentrification is a general term that is used to define the coming or arriving of wealthier individuals and wealthier families into an urban district that already existed (Grant, n.d). Gentrification has its causes such as; the increasing population in urban neighborhoods. Few urban residential areas have been build and they cannot accommodate this growing population therefore, areas that seemed undesirable have been considered to be desirable.  Another cause is that gentrification happens in areas that seem ripe for development and certain characteristics of these urban districts make them desirable. Building in these districts that might be old tend to attract investors who are seeking investment opportunities (Grant, n.d).  Another cause is that it works by acceleration, few people are always willing to move into unfamiliar urban districts but once a few people move into that neighborhood and set up enterprises and homes others become willing to move in and the rate of moving into these urban districts accelerates. 

Movement of influential people or wealthier people into a neighborhood comes with consequences of its own. The movement of more people into the district erodes the desirable qualities that attracted the people into these districts in the first place, characteristics such as the low value of property.  Gentrification of a neighborhood pushes the original inhabitants of the district out of their homes. With the coming of wealthier people prices of houses go up and eventually tenants are pushed out of their homes.  When new buyers buy a building they have a tendency of evicting the old occupiers of the building so that they can put the building into the use they desire.  The economic consequences of gentrification vary a lot. New invest comes with a lot of spending and a new tax base as a result of increased economic activities.  Renovation of old buildings into restaurants creates job opportunities and often the initial residents of this area have a chance of getting these jobs (Grant, n.d).

Physical changes in the urban district are also part of the consequences of gentrification. Older buildings are renovated to look appealing and new ones are constructed. Public utilities such as roads and street lights are built and installed as the new wealthy influential people demand public services from the government. Despite these advancement that comes with gentrification, it ends up causing serious political conflicts that are brought about by existence of different races, social classes  and diverse culture (Grant, n.d) the earlier residents may feel that their home has been taken from them and they have been mystified and the actions of the newcomers may be mistaken as hostile.

Works Cited

Benjamin Grant. What is Gentrification. 2003. Retrieved from; http://archive.pov.org/flagwars/what-is-gentrification/

Leventhal, Tama, and Jeanne Brooks-Gunn. "Moving to opportunity: an experimental study of neighborhood effects on mental health." American journal of public health 93.9 (2003): 1576-1582.

Norsidah Ujang &  Khalilah Zakariya. The Notion of Place, Place Meaning and Identity in Urban Regeneration. 2014. Retrieved from; https://core.ac.uk/download/pdf/82701298.pdf

Methods for Handling Employment Discrimination Issues

Introduction

Instances of employment discrimination happens when an employee receives a treatment different from the others because they are in a particular protected class.  These protected classes are race, religion, gender, nationality, disability, age, sexual orientation, past criminal records, and pregnancy. These classes do not mean that one should be treated differently from the others. Example of situations where employees are discriminated is when one is given a harder job because he or she is from a different race from the rest of the employees or when one is given lesser work as a result of gender, ethnicity or beliefs.  This document contains proposed methods which Grinch & Sons can use to handle employment discrimination issues properly.

 Employment discrimination can take place in situations such as; hiring, laying off, loss of benefits, and harassments. When one receives unwelcomed comments about sex due to their gender is another form of discrimination. These different classes are protected under federal laws, state laws and local laws. Employees have the right to file a lawsuit if they are subjected to any form of discrimination.  Title VII of the civil rights Act of 1964 is among the federal laws that protect employees from discrimination, classes under this law include; race, nationality, sex, and religion (Hopkins, 2017).  The company should come up with policies and integrate them into its daily routine. Policies that make employment discrimination impossible.

Policies that include a detailed confidential procedure for reporting cases of discrimination taking place in the organization. Employees should be presented with several methods of how they can report incidents of discrimination to incase, their supervisor is the one discrimination them (Hopkins, 2017). The processes put in place for reporting incidences of employment discrimination should be convenient for every employee.

These policies should leave room for appeal in case the employees are not satisfied with how their complaint was handled (FindLaw’s, n.d). The company can also train its managers on how to implement anti employment discrimination policies since the prevention of employment discrimination is one of their main responsibilities.

For the organization to comply with the Title of 1964. The company should come up with policies that make sure the employees in the classes protected by this law are not discriminated.  The company should ensure that none of their employees is discriminated on because of their race, gender, nationality, their family status, their religion, their physical state such as people with disability (FindLaw’s, n.d). In cases where employees in these classes are discriminated, the company should make sure that the issue is addressed to the employee's satisfaction.  This will ensure that the company complies with federal laws.

For the company to comply with the Equal Pay Act of 1963 & Lily Ledbetter Pay Act of 2009. This law requires that employees are not discriminated in terms of wages and salaries. Employees of both genders performing the same task should be paid equally (FindLaw’s, n.d). For the company to comply with this law, it should put policies in place that ensure that all their employees are paid appropriately regardless of their gender.

In case an employee file a court case against the company based on employment discrimination and the court finds the company guilty of employment discrimination the company should make sure it acts according to the Civil Rights Act of 1991. This act requires that the employee is compensated fully to cover for the monetary damages that the employee incurred in the process (FindLaw’s, n.d).

The organization currently has a strict dress code; therefore, the company can restrict its employees from coming to work in religious grabs.  The organization should also not change the work schedule of other workers to accommodate religious holidays of its employees. Policies on this should be flexible such that the organization can provide these religious holidays if the accommodations can be made at no cost such as allowing employees to switch off days (Heathfield, 2018). Itr is the responsibility of the employer to create a company culture that makes acts of employment discrimination immposible.

The organization should also make sure that their employees do not receive any unwelcome sexual advances none of its employees are subjected to verbal or physical conduct of sexual nature. The organization's policies should also ensure that submission does not play any role in employment decisions.  The organization should also formulate strategies that ensure none of its employees are threatened or punished for turning down sexual advances.  (Heathfield, 2018). These policies should also ensure that none of the organization's employee is made a target of common sexual suggestions and abuse.

            Employment discrimination complaints lead to government investigations in the workplace, tension in the workplaces and costly legal battles and when the claim is mishandled it might cause the company great losses or even put the business out of business. It is always hard to believe cases of employee discrimination, but it is important for the organization to keep an open mind and cooperate with government agencies which can be the Federal Equal Employment Opportunity Commission (EEOC) to avoid other unnecessary charges after a failed cooperation (Heathfield, 2018).

            Before employment complains from the employee becomes a lawsuit, it is important for the company to take immediate steps to stop the alleged action and protect the parties that are involved and launch an internal investigation. Responding to this complaint will yield the best information that will help the organization identify the discrimination act and solve it before it becomes widespread (FindLaw’s, n.d). Looking into allegations launched by employees is important since these complaints have the potential to become a lawsuit.

Conclusion

 Employment discrimination happens when employees are treated differently because they are in a protected class such as gender, religion, and race. Every company must make sure its employees do not face any form of discrimination.  A company should make sure it has policies in place that protects the employees from discrimination. It is the duty of the employer to make sure employees in protected classes are not discriminate. A company should take the necessary steps to make employment discrimination impossible so that it can be in compliance with federal laws.

References

Hopkins C. ( 2017). How to Prevent and Deal with Discrimination in WorkPlace. Retrieved from; https://fitsmallbusiness.com/discrimination-in-the-workplace/

FindLaw’s team (n.d).  Sample Anti-Discrimination and Harassment Policies. Retrieved from; https://smallbusiness.findlaw.com/employment-law-and-human-resources/sample-anti-discrimination-and-harassment-policies.html

Heathfield M. S., (2018). Prevent Employment Discrimination and Lawsuits. Retrieved from; https://www.thebalancecareers.com/prevent-employment-discrimination-and-lawsuits-1917923