“Voluntold” to Serve Essay - 867 Words

Public prosecutors, accounting specialists, military personnel and law enforcement officials are just a few of the public services jobs filled by voluntary citizens from all walks of life, but what if a two year service of this kind was mandatory for all high school graduates? It could be said that this would bolster public services with an influx of personnel to provide a more robust service. Would the reasons to implement this type of service outweigh the consequences though? I don’t believe so. In fact, I believe that compulsory public service would only cause complications for the military, increase government spending and would be a direct violation of the Thirteenth amendment. Admittedly, public service could instill a sense of†¦show more content†¦This process also consumes time, generates otherwise unnecessary paperwork and senselessly diverts the attention of military leadership from their primary function. Eliminating recruiting cost in order to save money is another argument that could be made in favor of making it mandatory. While it is true that this cost would be eliminated, with the elevated number of personnel, it is very probable that, not only would there be no savings, government spending would actually increase. For instance, in 2008 between all active duty and reserve forces there were 324,737 people who entered military service (Khomar, 2009). The average cost of recruiting is 11,000 dollars per member (Powers, 2011). If a mandatory service policy had been in effect, it would have saved approximately 3.5 billion dollars in Government spending. That’s impressive, right? Maybe, but consider this: The number of students projected to graduate in 2011 is 3.2 million and there is a cost of 35,000 dollars per member just to complete basic training (Powers, 2011) (National Center for Education Statistics, 2008). That would be 112 billion dollars! This would increase the nation’s average annual expenditure on basic military training by 97 billion dollars. Granted, not all 3.2 million graduating students would be military, and there would even be many that would be completely disqualified for public service, but the foreseeable cost of implementing a screeningShow MoreRelatedWomen During Combat - Rough Draft1609 Words   |  7 Pagescombat Infantry and Special Forces units. I celebrate the decision to lift the previous ban on a social basis for women’s equality, but my personal experiences and knowledge of the way war is experienced makes me ultimately opposed to allowing women to serve in direct ground combat positions. There are many different arguments from various feminist groups, politicians and even average Americans. Many of these individuals have never experienced day to day life in a war zone and generate their opinionsRead MoreThe Military Of The United States2081 Words   |  9 PagesNational military Establishment.) The department of Defense was encompassed the Army, Navy, and the new branch the Air-Force. The Air–Force Expeditionary Force (AEF) created in the late 1990s which allowed active duty, reserve, and air National Guard to serve together; this allowed the forces to join together and complete missions, instead of one being deployed for years on end. This concept came about because it faced declining budgets and personnel, so in order to continue they had to change the way it

Summary Event / Incident - 1618 Words

Summary of event/incident A referral had come through from a school nurse for a child who was apparently experiencing dental issues. Mum felt that the grandparents were taking over parenting in a way which she felt was not in the child’s best interests. According to the mother, the grandparents’ controlling behaviour had hindered the mother’s relationship with her child. Consequently, the child was now disobedient and would not take any notice of what mum said, whilst the child was always wanting to stay with the grandparents rather than be around the mother. The mother now felt that she did not have any sort of attachment with her child and, although she will cuddle the child when upset, mum wonders why she has done it. In contrast, mum has told me that she believes that she has a good bond with her baby. I, however, was doubtful of mum’s understanding of how to ensure the correct ‘attachment’ as I had not observed mum interact in any way with the baby, although I had seen mum tend to some of baby’s immediate needs. As a result, baby looked well cared for; clean, responsive and alert which suggested that the majority of her physical needs were being provided for. My worries, however, were with baby’s psycho-emotional needs as I had not witnessed the baby stimulated in any way by mother. I had seen the father play, feed and cuddle the baby, yet I had only observed mum doing ‘hands-on’ things. As mum was the principle carer and looked after the baby for the largestShow MoreRelatedThe Importance Of An After Action Report And Improvement Plan ( Aar / Ip ) Essay1063 Words   |  5 Pagesthe strengths and weaknesses of certain events. These reports help breakdown incidents and to check processes that have either worked as planned or processes that need improvement. 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In the case of White vs. O’Malley’s Tavern (case number 82A04-8876-CB285)Mrs. White is asking that the bar be held liable for herRead MoreDifferent Methods Of Cognitive Behavior Therapy1474 Words   |  6 PagesThis summary will provide the reader with different methods of Cognitive Behavior Therapy. CBT can be used for multiple populations and is known for changing the way one thinks. This summary will focus on the use of CBT with children who have experienced a traumatic event in their life, also known as post traumatic disorder (PTSD). The articles that have been reviewed provide different interventions for children who have experienced PTSD and determine how effective the methods were. According toRead MoreDisaster Recovery Plan1491 Words   |  6 Pagesin the event of a disaster to prevent any unscheduled downtime as well as being able to appropriately load balance any spikes in activity that would provide a less than adequate shopping experience for customers. 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Role Of Locomotives During The Civil War - 900 Words

Jake Bohling The Role of Locomotives in the Civil War What was the role of locomotives during The United States of America s Civil War? There are many things that locomotive did during the United States of America s civil war. First, locomotives were used to transport people. Locomotives were also used to transport other resources, such as weapons and food. Next, locomotives could be used very strategically, and cause confusion among enemies. I chose the topic locomotives affects on the United States of America s Civil War because I have been interested in the Civil War ,since visiting Kennesaw Mountain sparked my interested in the United States of America s Civil War. Later, I asked my parents if they knew anything interesting†¦show more content†¦Locomotives could transport thousands of troops to there destination in a very quick manner.. For example, Herman Haught rendered a strategy that was used at Gettysburg to transport the wounded. Herman Haught s strategy was very effective in moving wounded soldiers. Two thousand to four thousand injured troops at a time. Another, fantastic example is during the first Battle of Manassas when the Confederates sent reinforcement troops with a locomotive causing a victory over the Union. Another example, is the Battle of Chickamauga when President Abraham Lincoln sent twenty thousand reinforcement troops in just eleven days from Washington, D.C. to Georgia. Locomotive wer e used for transporting the wounded and reinforcements during the United States of America s civil war, but locomotives were also extremely effective at transporting resources such as guns, horses, food, and anything needed. Next, Locomotives were used for transporting food, weapons, horses ,and many more things during the United States of America s Civil War. Trains Could effectively carry large quantities of weapons at a time. Locomotives could hold people on board to defend the large amounts of weapons, since locomotives were so large. Trains would get their resources from a supply depot and then bring the resources to troops located along the railroad track. Although, carrying weapons by rail is extremely effective, it had multiple disadvantages. One disadvantage is that enemies

Importance of Personality in Matching Jobs - MyAssignmenthelp.com

Question: Discuss about theImportance of Personality in Matching People to Jobs for Recruitment. Answer: For all organizations, the recruitment and selection process is a critical stage that allows them to get the best candidates who will form part of their long-term future. Along with academic qualification and experience, most companies are always on the look for people whose character and personality resonates with the companys principles, values and behavior. Consequently, the need for personality in recruitment has grown upon realization that it plays an important role in getting the right crop of employees who will move the organization forward in the long-term. Unlike in the past, the current processes of recruitment across organizations place more emphasis on the application of various parameters such as personality tests in acquiring employees with the appropriate personality to fit in the companys vision. The concept pf matching personalities to jobs became more popular in the 1990s in the aftermath of the dot.com era whereby people rushed to internet companies for newer challenges which later turned out to be unsuitable (Daft Marcic, 2006). This period gave rise to the job-fit concept that is the foundation of the fundamental role of personality in matching people with jobs during the recruitment process. Job-fit enables managers and organizations to hire people who are well suited to the task (Daft Marcic, 2006). By subjecting people to various processes that visualize their character, managers are better placed to have the right people with the right attitude who fit in the companys profile. Keeping in mind the criticality of the selection and recruiting processes, it is compelling that the human resource management team gets people who share the same ideals, values and vision with the company so that their productivity works well for the firm once they resume their responsibilit ies. Another importance of personality in the selection process is that it enables managers and organizations to spot potential strengths and weaknesses of each candidate so that they can place them in the right job designation (Lievensn Chapman, 2010). In this context, personality tests and anticipation of ones perceived weaknesses and strengths become a crucial tool for the selection panel to scrutinize and place each successful candidate in a job they are likely to exploit their full potential. This concept can be understood better in relation to the Theory of Purposeful Work Behavior (also referred to as the Five Factor Model of Personality). According to the theory, personality traits are a foundation for individual goal setting and the core traits interact with job characteristics to yield job satisfaction and personal struggle to fit in roles within the broader structure (Barrick, Mount Li, 2013).One of the pillars of the model that can be applicable in the recruitment process is Openness to Experience. In this regard, a person who scores highly exhibits strong creativity and responsiveness to new ideas and as such, they would be better suited to the research and development department. Personality is critical in matching people to jobs since it is a predictor for work engagement and performance in the long-term (Bakker Tims Derks, 2012). According to this concept, work is a broad process in which people of distinct personalities, traits and expectations pull together their knowledge and visions to yield optimum results for individual and collective excellence. Therefore, it is critical for companies to be ahead of their employees by predicting their proactivity and understand the correlation between these characters and future performance. Therefore, organizational management ought to have their foundation built on the abilities of their employees and most importantly, their abilities to cope with emerging challenges and stay productive. For example, one of the pillars of proactivity at the workplace is crafting which can be cited at the early stages of recruitment or when the employee has been assigned duties. Consequently, they can exhibit traits such as dedicat ion, vigor and absorption which are pointers to potential job engagement and performance (Bakker et el., 2012). Therefore, by applying this model managers are able to spot the underlying potential which is a critical factor in engagement and performance of each employee. The use of personality in matching people to jobs is also important in team formation and success. This role of personality is a reincarnate of the five (5) factors of the Big Five Personality Theory (Openness to experience, Conscientiousness, extraversion, agreeableness and Neuroticism). Whereas it is not practical and even ethically sound to have employees of similar character, personality plays a critical role in ensuring that the group is of the right composition with the correct chemistry to work together in teams and achieve the set goals and objectives (Bradley et al., 2013). All organizations thrive on robust teams and shared responsibilities among all employees and as such, personality plays a crucial role in the success or failure of these teams. When designing teams, individual character is key. Managers will use these as indicators of physical and emotional strength as well as the ability to deal with potential challenges collectively. For example, in the face of conflict , it is highly likely that groups with a majority of members who exhibit high levels of openness and emotional stability are likely to use the conflict to their advantage for future improved performance. On the other hand, teams with low openness and emotional stability are likely to be adversely affected by conflicts to the degree of lowering their productivity. This underlines the importance of personality consideration in composing teams at the workplace. The application of personality as a job-fit tool plays a psychological role in dealing with workplace aggression. From mild interactions to intense behaviors, personality traits are critical in employees ability to cope with psychological setbacks in their line of duty (Taylor Kluemper, 2012) .Consequently, there is a strong correlation between role stress and the five personality traits and each of them influences how individuals respond to psychological challenges and even better their performance afterwards. By placing employees in designations that they exhibit higher psychological strength and mental ability to overcome drawbacks, the organization is facilitating personal growth and continuity. Individual differences in personality are an enriching factor that managers ought to exploit to the deepest point and identify people whose vulnerability to workplace stressors provides the impetus for growth rather than a recipe for failure. In this context, personality is important bot h in the selection and development processes since most of the challenges emerge after one has resumed duty. However, it is worth noting that the responsiveness in this case varies from one person and job description to another and as such, there is little assurance that organizations have the capacity to consider all people and place them in roles that are in line with their abilities. Personality is the foundation of organizational culture. Consequently, it becomes so important for managers to consider individual behaviors and ways of responding to certain situations since these aspects escalate into a persistent pattern or culture (Gardner et al., 2012). A recent study by Empxtrack showed that more than 85% of employers are looking for employees who are culturally fit as this abets employee retention and cultural continuity within the organization. An observation of ones personality is thus considered an essential tool for assisting employers have the right people with the appropriate attitudes in roles that support their growth and demonstration of standards that replicate what the organization stands for. On the other hand, the consideration of personality in assigning roles enables employees to stay attached to the organizational goal setting and achievement as well as becoming a motivational factor. This is because they are likely to work comfortably in roles that match their expectations, capabilities and reasoning. The role of personality in job-fit is undisputable across the globe. However, the same concept is not void of counter-arguments. Arthur (2012), while underlining the importance of personality, points out that it becomes more misguiding and unduly stressed that organizations have to consider personality as a guiding tool for selection and placement. He argued that considering the duration of the selection and hiring process, it is highly unlikely that personality traits can be fully exposed at this juncture. As a result, basing job-fit on this process is tantamount to misconception. Secondly, personality is not rigid as it is affected by subsequent challenges and situations that emerge at the workplace. Therefore, employers will find it very difficult to use this as a tool that yields employees who will stay consistent throughout their stay in service. Conclusively, personality is important for selection and job performance. It is within the discretion of any organization to apply any personality model in order to obtain a group of employees that are emotionally and physically fit to meet the companys goals and expectations. Equally, personality is an incentive to the employees as it helps them overcome challenges and grow professionally. Thus, it is bold to affirm that the advantages outweigh the negativities and as such, personality is, and will rightly continue to form an integral part of selection and hiring. References Arthur, D. (2012).Recruiting, interviewing, selecting orienting new employees. AMACOM Div American Mgmt Assn. Bakker, A. B., Tims, M., Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement.Human relations,65(10), 1359-1378. Barrick, M. R., Mount, M. K., Li, N. (2013). The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics.Academy of Management Review,38(1), 132-153. Bradley, B. H., Klotz, A. C., Postlethwaite, B. E., Brown, K. G. (2013). Ready to rumble: how team personality composition and task conflict interact to improve performance.Journal of Applied Psychology,98(2), 385. Daft, R. L., Marcic, D. (2006).Understanding management. Cengage Learning. Darsana, M. (2013). The Influence Of Personality And Organizational Culture On Employee Performance Through Organizational Citizenship Behavior.The International Journal of Management,2(4). Gardner, W. L., Reithel, B. J., Cogliser, C. C., Walumbwa, F. O., Foley, R. T. (2012). Matching personality and organizational culture: Effects of recruitment strategy and the Five-Factor Model on subjective personorganization fit.Management Communication Quarterly,26(4), 585-622. Leutner, F., Ahmetoglu, G., Akhtar, R., Chamorro-Premuzic, T. (2014). The relationship between the entrepreneurial personality and the Big Five personality traits.Personality and individual differences,63, 58-63. Lievens, F., Chapman, D. (2010). Recruitment and selection.The SAGE handbook of human resource management, 135-154. Ployhart, R. E. (2012). The psychology of competitive advantage: An adjacent possibility.Industrial and Organizational Psychology,5(1), 62-81. Sackett, P. R., Walmsley, P. T. (2014). Which personality attributes are most important in the workplace?.Perspectives on Psychological Science,9(5), 538-551. Taylor, S. G., Kluemper, D. H. (2012). Linking perceptions of role stress and incivility to workplace aggression: the moderating role of personality.Journal of occupational health psychology,17(3), 316.