Business Plan For An Organization

Organizations with a high number of actively engaged employees have an average of 147% higher earnings per share than the norm (Kotter, 2015). These numbers illustrate the correlation and importance of obtaining buy-in from all employees. Buy-in will lead to more actively engaged change agents until there is a large volunteer army dedicated to the change process and striving toward a common goal. After all, large-scale change can only occur when very significant numbers of employees amass under a common opportunity and drive toward the same

“Importance of human capital: A dynamic and complex environment poses continuous challenges; sustained success is earned through knowledge, experience, and commitments of people as valuable human assets of organizations” (Schermerhorn, Hunt, & Osborn, 2008, para. 14). The workforce is the heart of a criminal justice agency. It should be the single most cherished asset. The appreciation of experience by an organization is vital. But more importantly the recognition, respect, and aspiration by new members and seasoned is a must. This necessity recognizes a clear chain of command and model of training.

Throughout history, it has always been in the best interest of every company to seek for the best way to motivate their employees. The company or agency tends to be more successful when the employees find a motive to perform their job at tasked. Two other ways to motivate employees that I agree with: to redesign the job tasks and rearrange the job activities will definitely motivate the employees to optimize their performances. Redesign the criminal justice job tasks is an effectual tool for enhancing the employees’ performance. As such, the design would include techniques that encourage employees to execute productive results. Stojkovic S., Kalinich D., & Klofas J. (2015) lamented, “The various criminal justice systems is problematic because no single theory of motivation can explain the many factors that affect the motivation of criminal justice personnel” (p. 148). These two ways would help to reduce the negative impact of monotonous criminal justice job tasks. The rearrangement of the job activities would bring together both the extrinsic and intrinsic aspects of the criminal justice job, which will give fruits to individualistic achievements. Contrary to popular beliefs, varieties and changes are always needed in a job task regardless of the career field, to keep the employees motivated towards work. Generally, both of these methods would strictly align with the employees abilities with the comprehensive understanding of the criminal justice agencies.

“Rank does not confer privilege or give power. It imposes responsibility.” (Peter Drucker) An effective manager can be the difference between a successful law enforcement organization or its failure. There are several theories on effective management in law enforcement and the business world alike. Some of those theories can cross over and be helpful for a law enforcement manager. A manager can have the knowledge of all theory relative to law enforcement management, but without understanding several key concepts, the manager will in turn not be effective. An effective law enforcement manager is responsible for far more than just managing employees, unlike the business world. Effective law enforcement managers’ decisions likely impact the safety of the citizens within the jurisdiction, and that is the greatest responsibility. There are several components that will allow a law enforcement manager to be effective. Out of those components there are three primaries that are of upmost concern. Those three components are effective communication, organizational skills, and empowerment.

In the performance of their internal and external roles, police executives make numerous decisions and handle all kinds of problems. Executives vary on a number of matters, including how they allocate their time and the relative importance they attach to internal and external responsibilities. Police executive behavior can take many forms (Cordner, 2016.)

When the word “compensation” comes about it resonates with monetary reward relating to a job performed. For the word “recruitment” general populations may define it as something simple; hiring. Law Enforcement brings in a different view of a career path due to the dichotomy of social intent and pay. The risks involved with becoming a law enforcement officer are large and finding an equitable fiscal reward can lead to difficult situations. Total compensation for law enforcement officers has changed in a dramatic way over the last 20 years, which in turn has created a difficult situation for recruitment. Economic and social atmospheres have been influences along the way, along with generational gaps, and personal motivations. Competitive

* The first two assignments (Stages I and II of the project) are worth 100 points each.

When this loyalty to the subculture becomes too strong, the unity that follows can adversely affect the ethical values of the officers (Martin 2011). This type of work environment causes officers to feel like they are doing what is wanted by their organizations and the public and the officers may continue with the behavior because the pressure to produce results is greater than that to follow the rules. A law enforcement department might choose to punish an individual, but the fear of punishment usually is not enough to change unwanted behavior (Martin 2011).

For one, concerning law enforcement to make efficiently chances work. The department must want “to accomplish organizational change, the police manager needs a combination of will and skill to seize the opportunity to make the needed changes” (Swanson, Territo, & Taylor, 2012, p. 664). As such, to make changes succeed in an organization, and the following are critical aspects: flexible priorities, assemble resources, seize opportunities, create opportunities, and lastly it is critically important to follow

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

Azen, S. P., Snibbe, H. M., & Montgomery, H. R. (1973). A longitudinal predictive study of success and performance of law enforcement officers. Journal Of Applied Psychology, 57(2), 190-192. doi:10.1037/h0037124

When discussing leadership within the law enforcement profession is it vital to take the human factors into consideration. There are multiple human factors that the law enforcement leaders must take note of, such as, family issues, financial issues, stress, health, and morale. These human factors that play an important role for law enforcement in general can impact morale, officer safety and the public perception. When addressing the human factors, “Law enforcement leaders should challenge themselves and their employees to increase safety margins by focusing on human factors. By doing so, they will improve proactive communication at their level of influence and develop an organizational culture that values safety and wellness” (Bone, D., Normore,

There are (3) reasons why I have chosen energy drinks as my NAB. First off, there is a growing market for energy drinks. Red Bull and Monster Beverage Corporation, together, form over 80% of domestic energy drinks volumes by estimates. Dollar sales for energy drinks grew almost 6% to $6.67 Billion in measured channels in 2013, which propelled sales growth for convenience stores (Team, 2014). A growing thirst for caffeinated “energy” drinks, which include the likes of Red Bull, Monster, and Rock star, has spurred a heart-thumping surge in sales. Globally, the energy drink industry has gone from a $3.8-billion business in 1999, to a $27.5-billion

The purpose of this paper would be a personal strategic plan for myself in which visualizes me as a business organization, or as You, Inc. Therefore, to create a personal strategy one must examine a mission statement, vision statement, and understand the environmental scan to identify external opportunities and threats; in which, an individual or organization gathers information about the market, society, its competitors, and oneself. A mission statement defines an individual purpose for achieving certain goals. An individual mission statement should define their primary attributes to employers, employees, or clients to identify the products and services they have to offer in a particular field. A vision statement is long-term goals that give an individual the formation that allows them a competitive advantage in an organization or particular market. My personal vision statement is to seek employment in the manufacturing sector as operations manager in logistics. Once this information is achieved the individual or business can take the necessary steps to identify signs (Business Dictionary, 2015) of pressure and prospects that may influence their current and future course of action through tools such as P.E.S.T (Political, Economic, Social and Technological) and through S.W.O.T. (Strength, Weakness, Opportunity, Threat) analysis (QuickMBA, 2010).

The primary keys to success for the Tsing Yi Bridge Motel will be based on the following factors: