Communication Barriers in the Law Enforcement Field

COMMUNICATION BARRIERS IN THE LAW ENFORCEMENT FIELD


Describe some main communication barriers in the law enforcement field.  How could we fix some of these issues if we had unlimited resources?  If we had more limited resources, where should we concentrate our energies the most and why?  Please go into as specific details as possible with real-life examples. 

6 Strategies To Make You The Best Mentor

The article of Michelle Kiss from Cliktime.com discusses about leadership and employee management, especially when it comes to mentoring. 

6 Strategies To Make You The Best Mentor

You’re overseeing three huge projects. You’ve got five calls today, then two meetings. Your boss wants that budget by the end of the week, and it’s in bad shape (shh!). Your kid gets out of school early, you haven’t planned dinner, and, oh yeah, you’re still trying to fit in some kind of exercise. So … you’re telling me that I’m also supposed to fit in some kind of mentoring?!

Um … yeah?

We know you’re busy. But if you think about it for a minute, mentoring turns out to be a great way to help your company, give back to your employees, and — in case those reasons aren’t enough — boost your own career.

What other activity can give you valuable leadership experience, new perspectives on your company and workplace, and the motivation to be aware of what’s happening in different departments — all at once? Not only that, but being a great leader to someone helps you identify the next generation of leaders more easily.

For some people, mentoring comes naturally. For others, it’s more of a challenge. Whichever camp you’re in, here are some tips to maximize the relationship.

1.) Model the work ethic you teach

Frankly, the easiest way to mentor people is to be the employee you want them to be. Communicate well. Be friendly and supportive (or cutthroat and rude, if that’s what you’re after). Take on difficult tasks, and handle them with a smile.

There are many important characteristics of great mentors, one of which is good intuition. Hands-on teaching is great, but often the most powerful lessons are unspoken.

2.) Don’t give answers

Ah, isn’t it nice to regale employees with stories of your hard-won knowledge? Sure is. And isn’t it also nice to have to sit there while your mentor bores you silly telling endless stories? Yeah — not so much.

Good mentoring isn’t about telling employees what to do. It’s about pointing them in the right direction, then asking questions to help them figure things out. Give them tools and give them guidance. But if you’re telling them the answers, they’re not learning.

3.) Be a social assistant

Here’s one difference between being a good employer and being a good mentor: a good mentor helps run their mentee’s social calendar, facilitating meetings, coffee, or even short introductions with important people throughout the company. Your job as a mentor isn’t just to impart knowledge, it’s to use your networks to help your mentees’ careers.

This is great for you, because it forces you to know people across your company. It’s great for your company, since it gives more people the opportunity to share knowledge. And it’s best for your mentee, because it gives them connections that would otherwise take years to develop.

Selecting the right mentor is an important decision for mentees. Be sure to always have your mentee's best interest at heart.

4.) Explain the unspoken

This is arguably the mentor’s biggest job. Despite written guidelines, most of what happens in a workplace follows unspoken rules. Teams tend to self-organize around people’s strengths and weaknesses, and over time accommodating different people’s quirks. The longer a team’s been together, the more entrenched these unspoken rules become.

As a mentor, you need to communicate this information to your mentee. Who should they not talk to until that person has had their morning coffee? Whom can you speak to honestly, and who do you have to stay careful around? Who is friends with whom? Who needs everything right away, and who is cool with waiting a day?

One bonus: the more you can articulate these things in words, the more opportunities there are to make things more efficient, or to improve team morale!

5.) Leave room for your mentee to be right

As the mentor, you might imagine you have all the answers. You’re partly right: you do have some of the answers. But the mentor relationship is also an opportunity for the people you mentor to have someone they can pitch ideas to, knowing that it will be ok to do so.

If you want the people you mentor to trust you, you should give some space for your them to come up with answers that are — at times — better than yours.

6.) Set shared goals

For a productive mentorship, work to create a set of shared goals. You can help your mentee figure out where they want to be and how they can get there, and you can figure out what you can do to help them achieve those goals. Maybe that means giving them a little more responsibility. Maybe it means passing their name along to a trusted colleague. Maybe it means giving the honest feedback that they need (but may not want to hear).

focusing on the relationships first instead of just the activities

The point is to see mentorship as a relationship: a shared experience that should help both of you succeed.

Focusing on the relationship first, instead of just the activities, is one of the many things that best mentors do.

Click here to check article in its website. 

Analyzing Short Stories

Analyzing Short Stories

Write an analysis in any of the following stores: 
The story of an hour,  William Faulkner A rose for Emily,  The chrysanthemums, or Ernest Hemingways hills like white elephant.  

      First, pick one theme on which to write your analysis. Next you need to form your thesis statement. You will need to provide at least three examples from the story to illustrate the theme, which will be the components of your body and paragraphs. 

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US Constitution: Judicial Power and Lifetime Appointment

US Constitution: Judicial Power and Lifetime Appointment

Article III of the U.S. Constitution states “The judicial power of the United States, shall be vested in one Supreme Court, and in such inferior courts as the Congress may from time to time ordain and establish. The judges, both of the supreme and inferior courts, shall hold their offices during good behaviour, and shall, at stated times, receive for their services, a compensation, which shall not be diminished during their continuance in office.”  This article means that all federal judges including Supreme Court justices have life tenure. This means they will be appointed for life and only lose their job when then choose to resign, retire, or if they are impeached.

• Discuss the pros of lifetime appointment for Supreme Court justices.
• Discuss the cons of lifetime appointment for Supreme Court justices.
• Do you think Supreme Court judges should be appointed for life or should they have term limits, like officials in Congress and the President?  Explain your position.
• What salary do you feel is appropriate for someone who is appointed to the Supreme Court?  Explain.

Your paper must be at least 500 words in paragraph format. Four paragraph, to represent for each bullet point. At least 4 refrence APA format

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Emergency Management Theory and Concepts

Emergency Management Theory and Concepts 

·   In the study of emergency management theory there are many definitions at issue.

·   

    Conduct research to clarify in your mind the definitions of several important scientific terms below.

·   

   For assignment one conduct research utilizing quality internet sites and provide working definitions of these scientific terms.

   Write an approximate 150 - 200-word definition of each term  giving the generic meaning 

·  

  Utilize academically legitimate sources such as dictionaries to develop your definitions.

· 

  Explain the meaning as it would apply to the study of emergency management and provide a discussion of the importance of the term to the study of emergency management.

· 

  Give examples as needed to clarify your definitions.

· 

   Additionally  look up the terms  subjective  and  objective  and discuss the differences.

·  

   Which is the appropriate perspective for academic analysis and why  

·  

    Which of these definitions have importance to the study of emergency management and why 

o   Fact

o   Theory

o   Opinion 

o   Expert Opinion

o   Thesis 

o   Hypothesis

o   Experiment

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Inspiring Leaders

Inspiring Leaders

     

Ø  Background 

Ø  Who are they?

Ø  Where did they grow up? 

Ø  Where did they go to school etc. 

Ø  Personal Motivation 

Ø  What sparked their motivation  

Ø  What changed in their life  

Ø  Did anyone influence them etc 

Ø  Affiliated Organizations 

Ø  Discuss their employment endeavors 

Ø  Did they absorb skill or knowledge from others 

Ø  Was it all positive or some negative 

Ø  Did their formal education play a role in success etc 

Ø  Management Style.

Ø  Please discuss their strategies and management style.

Ø  Provide examples or scenarios of their strategies and effectiveness.

Ø  Also, how did their attributions effect society   

Ø  Conclusion 

Ø  Please summarize your analysis findings and research.

Ø  Also, provide a final thought on what you learned and how you benefited from this assignment.  

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The Most Important Events in the Last Five Centuries

The Most Important World Events in the Last Five Centuries

Choose three events we have studied and argue that these were the three most important events during the five centuries we studied. 

> American Revolution

> World war 1

> The Columbian Exchange

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