Online Learning vs Face-to-Face Learning

Online Learning vs Face-to-Face Learning Have you ever seen an advertisement on television that promotes acquiring a degree online? The advertisements make it sound easy and convenient to get a two-year, or even a four-year degree, for little of nothing, in a short amount of time, and big-time businesses will be begging you to work for them. However, is acquiring a degree online better than sitting in a classroom with a real-life professor? Do you receive more of a quality education in a classroom, face-to-face, or behind a computer screen? Face-to-Face learning is better than online learning because of the interactions and examples of face to face learning will benefit the learner the most. One of the most beneficial means of physically being in a classroom is the response time that a person receives from an actual person, such as a professor, versus an online class instructor. During face to face learning, a persons questions will get an immediate answer whereas online learning means waiting for a response. Studies show that immediate and efficient feedback response time is crucial to effective learning. In a classroom environment, you may also have the advantage of working in small groups where you can collaborate on difficult topics and receive immediate feedback from you peer groups as well. Sometimes, discussing issues or problems with your instructor in person is a lot easier than typing it out or trying to explain it in face-time online. Efficient and effective constructive feedback is imperative to proper learning environments, such as what a person would receive in an actual classroom. Attending classes in person also creates a disciplined, structured student. In todays society, it is crucial that students become more structured by attending scheduled classes. By abiding by a class schedule, this trains the student for real world situations, such as being on-time for a job interview or important business meetings. The online environment is usually more flexible as far as time constraints. A person does not have attend class at a specific time and can do household chores, take care of a baby, etc. Many people may see this as an advantage. (Lim, Doo Hun, Michael L. Morris). However, this is actually a disadvantage because it creates a carefree, lazy, and distractive environment. This type of climate cannot possibly properly prepare a person for a job, profession, or career. The online classroom is at an extreme disadvantage when trying to properly prepare a student for a structured, business-type atmosphere. One of the best ways to make new friends and meet new people by socially interacting with them is in the classroom. Meeting new people is a great way to sharpen your social skills and where else better can a person do that but in the classroom. Socializing with others is a perfect way to make future job connections, acquire new friends, maybe meet your soulmate. Online learning depletes a person of these socializing opportunities. It even impairs them further. Socializing face-to-face is becoming a trait that is harder to find in employers today. With increased amounts of text messages, social media sites, and other less invasive ways of interacting with other people, employers are struggling to find employees that know how to interact face-to-face effectively. They are a dying breed as we speak. Collaborating with others offers several more benefits for a student to be successful in the real world instead of spending time behind a monitor at home. A great way to learn how to interact with a superior is by being a student in an actual classroom environment. By interacting with your professor, this prepares a student how to effectively talk, respond, and work for a superior. Personalities sometimes do not mesh, they may even clash, but by learning how to deal with other personalities, this develops a more well-rounded individual socially speaking. Trial and error in how you respond and/or get responses gets students ready for real world problems, such as how to properly talk to your boss, how to handle difficult situations with co-workers, maybe even how to settle differences with your spouse. (Smith, Nigel V). By learning how to answer to a superior, even though it may be a professor or professors assistant, interacting with different types of people as your superior trains a student to become a more successful individual later in life. The classroom also offers several opportunities for a student to learn kinesthetically, whereas the online classroom fails the student in this area. Online learning obviously offers opportunities for visual learning, but it does not offer much else. The classroom offers so much more, such as hands-on trainings, visual and hearing enhanced learning, and other kinesthetic, or physical means, of acquiring information. By incorporating different learning styles, the success rate of learning highly increases. This creates a more successful learning environment for everyone. The online learning experience is very limited in capturing different learning styles and ultimately fails the student. The online classroom actually offers more opportunities to become distracted and stray away from better learning versus the physical classroom. Since the traditional way of learning has always been in a classroom, many people think that students become more distracted in this type of environment. (Bowen, William G., et al). However, the opposite is true. By doing online learning from home, office, or in a public venue, students are increasingly more distracted by other people, family members, and cell phones. Many classrooms limit students to being on their phones or laptops, therefore, decreasing the amount of distractions. Online learning actually increases the amount of distractions because most people access their online classrooms from home, their office or place of work, or in a public place such as a coffee shop. People with conditions such as ADHD or other learning disabilities are at even more of a disadvantage for a successful online learning experience. Finally, not everyone is equipped with fast-connecting internet, wifi, or has data plans that support the online learning environment. Many people live in rural areas where high-speed internet service or wifi is not available. Data plans and internet plans can be expensive, so people that are on a strict budget tend to stray away from costly internet and phone data plans. Sometimes internet connections can be interrupted by bad weather and can cause problems with your online learning experience. You may even lose your work if there is a power outage or your internet connection is interrupted. If you have a deadline, this could be a very bad situation. Face-to-face learning in an actual classroom is proven to be the better alternative when it comes to being a student. Despite our ever increasing use of technology, online learning fails to prepare a well-rounded student that is prepared for the real world. By increasing social interactions, becoming more structured in your schedule, and learning how to interact with authority figures, students are far more successful in their careers by accessing the traditional classroom option. However, as more and more online learning opportunities increase, face-to-face learning may fade away forever. Work Cited Bowen, William G., et al. Online learning in higher education: randomized trial compares hybrid learning to traditional course. Education Next, vol. 13, no. 2, 2013, p. 58+. Opposing Viewpoints in Context, link.galegroup.com/apps/doc/A323351286/OVIC?u=j020902xid=b03e0583. Accessed 7 Feb. 2017. Lim, Doo Hun, Michael L. Morris, and Virginia W. Kupritz. Online Vs. Blended Learning: Differences In Instructional Outcomes And Learner Satisfaction. Journal Of Asynchronous Learning Networks 11.2 (2007): 27-42. ERIC. Web. 6 Feb. 2017. Smith, Nigel V. Face-To-Face Vs. Blended Learning: Effects On Secondary Students Perceptions And Performance. Procedia Social And Behavioral Sciences 89.2nd Cyprus International Conference on Educational Research (CY-ICER 2013) (2013): 79-83. ScienceDirect. Web. 6 Feb. 2017. Yang, Yan, et al. College Student Effort Expenditure In Online Versus Face-To-Face Courses: The Role Of Gender, Team Learning Orientation, And Sense Of Classroom Community. Journal Of Advanced Academics 22.4 (2011): 619-638. Academic Search Complete. Web. 6 Feb. 2017.

Managing Change in Complex Environment Essay

History and Background Introduction The United States Postal Service (USPS) is an independent government organization that generates income through mail services. It is currently the second largest civilian employer in the United States. Its primary task is to deliver mail around the country, at a standard price, regardless of geographic location. Over the last two centuries, the USPS has evolved into an efficient organization that financially sustains itself through its delivery operations. With a monopoly on the delivery of non-urgent mail, the USPS provides delivery service of about 40 percent of the world’s mail, or approximately 200 billion pieces of mail annually. Starting in the 1990s, the USPS faced increased competition from rival package delivery and courier services, as well as the Internet. Presently the USPS is facing a financial collapse. The USPS needs to undergo an essential and systematic change in order to maintain its significance in the 21st century. History/Background On July 26, 1775, members of the Second Continental Congress appointed a Postmaster General giving birth to the Postal Department of the United States. The mission of the U.S. Postal Department was much the same as today, process and deliver first class and non-urgent mail to individuals and businesses within the United States. Congress passed various laws that grant the post office a â€Å"statutory monopoly† on non-urgent First Class Mail and the exclusive right to put mail in private mailboxes. Although these laws grant the USPS a market advantaged they also restrict its ability to compete with rival package delivery and courier services, as well as the technological innovations. How it got started The Post Office Department has origins in America dating back to the 17th century, when there was a need for mail between colonial settlements and intercontinental exchange of information with England. In 1775, the Continental Congress named Benjamin Franklin as the first postmaster general and chairman of a committee empowered to make recommendations for the establishment of a postal service. On September 22, 1789 the post office became a new government branch of the United States. At this time there were 75 post offices and approximately 2,000 miles of post roads. The USPS was critical to national welfare and pivotal in facilitating communications for military, congressional representation and newspapers. From the very beginning, the USPS financed operations from revenue it earned and Congress gave it a monopoly to be the only courier service to deliver mail. Key points in evolution The main focus and the efforts of postal officials from the foundation of the Post Office to the present day have been finding the best methods of transporting information and directing mail. For example, in 1791 George Washington stated that that the importance of the postal routes had increased because the country wanted to distribute knowledge of governmental laws. Also, between 1791 and 1861, the U.S increased from 3.9 million to 31.4 million square miles and postal roads grew from 1,875 to 240,595 miles. The Board of Governors of the USPS sets policy, procedure, and postal rates for services rendered. Of the eleven members of the Board, nine are appointed by the President and confirmed by the US Senate. The nine appointed members then select the Postmaster General, who serves as the board’s tenth member, and who oversees the day to day activities of the service as Chief Executive Officer. The ten-member board then nominates a Deputy Postmaster General, who acts as Chief Operating Officer, to the eleventh and last remaining open seat. The USPS is often mistaken as a government organization but it is legally defined as an â€Å"independent establishment of the executive branch of the Government of the United States.† Environmental context The external environment elements that significantly influence the USPS are the United States political system, workforce unions, changing technology and market forces. United States Political System In 1970 the U.S. Postal Department evolved into the USPS through the implementation of the Postal Reorganization act. This act required the USPS to be a â€Å"self-sufficient organization within the U.S. Government†. It also added an additional regulatory body into its chain of command, the Postal Regulatory Commission (PRC), but did not make any modification to the Postal Department’s Board of Directors or regulatory congressional statutes. The USPS Board of directors is charged with directing the USPS through the control of expenditures, reviewing practices, long term planning and setting policies and service standards. The PRC has 5 commissioners, appointed through the executive branch and confirmed by the Senate, who have the authority to reject, modify and approve any USPS initiated congressional recommendations. Since congress alone retains the authority to change USPS’ rates, service frequency and employee benefits, any market related changes from the Board of directors is routed through the PRC and congress for consideration. Pressure from Unions There are 4 unions representing around 90% of the USPS workforce: National Association of Letter Carriers, American Postal Workers, National Rural Letters Carriers Association and National Postal Mail Handlers Union. These organizations have successfully contracted collective bargaining agreements for its members for compensation and benefits that have come to exceed the USPS’ ability to maintain with its current revenues. These labor unions are very influential in weighing in on most of the decisions that affect the well-being of the USPS labor force. Presently USPS employees enjoy 79% coverage of their health care costs; the most of any federal agency. Strategic challenge Over the years the USPS has transformed its operating model and is now set up and mandated to operate like a business entity generating its revenue through the sale of postal products and services. The largest issue with the current business model of the postal service is its lack of flexibility essential for a business in a dynamic market. Specifically the USPS has not been able to organizationally adjust to a large decrease in the demand for first class mail service has resulted in decreasing net revenue in recent years. Congressional Influence The USPS congressional charter came with both benefits and operating constraints. Among the constraints the USPS is obligated to provide a uniform price for its services regardless of the geographic location and dispersion of its customer base. The USPS is obligated to deliver six days a week to every mailing address regardless of its mail volume. Additionally the USPS is required to provide free mailing service to the blind and facilitate voting for overseas military personnel. A significant amount of the USPS’ operating costs comes from its requirement to pre-fund retiree health benefits (RHB) for future retirees. Key Issues The USPS is suffering from the combined effects of declining mail volume from new technology and increasing labor costs resulting in a loss of net revenue. These declines are projected to extend into the future. The addition of a significant number of new addresses in the United States each year increases the USPS’ operating costs although volume is decreasing. Business Model – While the USPS has enjoyed the benefits of the monopoly on first class letter mail services that congress has bestowed, it has a stagnant business model that prevents the USPS from being able to adapt in the face of technological innovation and other market forces that affect its bottom line annually. The major source of revenue for the post office is the postage it charges for first class and non-standard mail. The advance of modern information systems such as email, smartphones, online banking, and other digital communications decreased the demand for traditional mail services. Compounding this issue is the basic economic principle of supply and demand. New technologies offer cheaper substitutes for the services that the post office provides. Stakeholders Postal Workers – The USPS employs more than 500,000 employees making it second only to Wal-Mart as the nation’s largest civilian employer. While every employee is represented by a labor union, employees are legally restricted from striking. Labor Unions – The USPS unions are old, influential and politically connected. Collectively, these unions continually fight for increased employee pay, living allowances and health care benefits. Postal Regulation Commission (PRC) – The PRC serves as the middleman between the USPS board of governors and congress. The PRC can reject or modify requests before they reach congress for final approval. Congress – Members of Congress exercise control over many aspects of the USPS operations including approving the markets for which it competes as well as representing the interests of its constituents whenever the USPS requests changes to its business model. Public Consumer – One of the mandates of the post office is to provide mail service of all addresses. The number of addresses has increased by nearly 18 million nationwide in the past decade and continues to climb as the country recovers from the past recession. A vast majority of the consumers are congressional constituents to whom member of congress are responsible. Competitors The USPS monopolizes, via congressional mandates, the delivery of first class mail, non-urgent mail and small packages. As such it faces very little direct competition from other businesses. However, the USPS has seen significant decreases in its mail volume over the years. The decreased volume of mail is directly related to the global acceptance of technology and use of digital communications which displaced traditional USPS services. Market Forces The USPS full time workers cost the USPS 80% of its revenue. Although they still enjoy a monopoly on first class mail, they are in direct competition with smaller, more efficient, companies who deliver large packages and urgent letters. Strategies Used What it Does Now – The USPS has improved its efficiency and effectiveness through both technology and reorganization. The USPS made significant investments in the late 1990’s in fuel efficient vehicles and new facilities as well as a $15 million advertising campaign to improve its image as a progressive and modern organization. A decade ago it took 70 employees one hour to sort 35,000 letters. Today in an hour, only two employees process an identical volume of mail. Though the number of addresses in the nation has increased by nearly 18 million in the past decade, the number of employees who handle the increased delivery load has decreased by more than 200,000 (Potter 2010a). It launched delivery confirmation service and priority mail in order to compete with competitors. The USPS now operates more than 31,000 post offices and the largest vehicle fleet in the world, with an estimated 218,684 vehicles. What They Want to Do – Concerned with increasing costs and decreasing revenues, the USPS petitioned for the following changes: * Stop Retiree Health Benefits prefunding – in 2011 the prefunding amount exceeded net operating losses. * Retirement System Overpayment – In 2010 Government Accountability Office disputed overpayment freezing approximately $6.9 billion. * Delivery Frequency – Shifting from six to five days weekly delivery would save approximately $3 billion annually. This measure is supported by 75% of USPS consumer base. * Change prices – Mandates currently cap the USPS ability to adjust to market conditions dynamically. * Restructure labor costs – Current collective bargaining decision do not consider the USPS financial health yet mandate compensation and benefits to be paid at levels comparable with private sector organizations with the burden falling on the taxpayers. * Consolidate infrastructure – A proposal in 2009 to close 3,000 postal outlets to reduce excess capacity yielded only a closure of 157 following consumer complaints and congressional intervention. Part II Diagnosis Lewis (2011) states that the USPS’ problems are a result of a restrictive business model and its inflexibility to operate in a dynamic market place. As stated earlier, the USPS response to this problem is a direct plan to cut expenses and increase revenues to overcome their mounting deficit. Although this plan does address the USPS’ immediate insolvency concerns, it fails to address their underlying issues. Through the use of Senge’s system approach and the McCaskey’s Organizational Design model, this paper will expose USPS’ root problems. Strategic Issues/Strategies/Goals-Objectives The USPS’ strategic issues are a loss of revenue due to declining mail volume, extensive costs due to a bloated and expensive unionized-workforce and the use of an outdated-legislatively constrained business plan. Their proposed strategy to mitigate these issues centers on cutting their expenses, consolidating infrastructure, renegotiating labor cost/employee benefits and increasing rates. In addition, the USPS intends to evolve their business plan to incorporate technological innovations. This strategy aligns with their long term goal of providing a â€Å"trustworthy, dependable, reliable and secure means to communicate on a national level† (Lewis, 2011), by implementing a long term sustainable business model that promotes flexibility and economic growth in a dynamic market. Environment In FY11 the USPS’ total revenues were $65 Billion dollars while their total expenses were $75 Billion dollars. Under congressional law the USPS is required to be a â€Å"self-sufficient government agency†. Under this direction the USPS is obligated to cover its costs without government assistance. The USPS does this by generating revenues from a monopoly market while operating more like a private business then a government agency. Its government backed monopoly advantage comes with extensive congressional restrictions on rates, delivery procedures and labor benefits. The USPS’ monopoly restricts the direct competition in the delivery of first class mail, use of specific delivery routes and personal mailboxes. It does not protect the delivery of urgent mail and large packages. FedEx and UPS are direct competitors in this market and have a competitive advantage due to their efficiencies, technological innovations and ability adapt to market needs. Key Success Factors The USPS’ key to success is their ability to meet their customer’s needs, generate enough revenue to cover their costs , maintain the flexibility to adjust in a dynamic market and optimize a scalable infrastructure that facilitates the efficient and economic delivery of their services. Task Requirements There are multiple ways that mail is accepted into the delivery process. For the purpose of observing the USPS organizational structure, the simple method of customers placing the mail in their residential, or post office, curbside mailbox will be examined. In either case this process begins and ends with the customer sending or receiving mail at a mailbox. The mail item is received by the postal carrier, and then consolidated at the local post office, where it is inspected manually or automatically checked for correct postage. It is then routed to a hub for delivery to a particular region in the country. The mail is then sent to a final processing plant where it is sorted for the specific route for delivery. Finally the mail is sent to the distant end post office for delivery to the end customer. The mail is moved in a linear manner between each node in the process chain. Along the interdependency continuum of the USPS’ functional units we observed a sequential relationship. Throughout the process each entity produces an output that is a necessary input for the next link in the chain. The USPS’ key to success in this linear process is the secure delivery of mail for a nominal fee. For their part, the workers must be honest and ensure mail is properly safeguarded as it makes its way through each step in the chain. The workers only have to be ‘good enough’ for their specific task in the process. This means that there is very little incentive for them to innovate or make improvements to the process from within. Any efficiencies gained, in any one link in the process, are not readily propagated throughout because of the sequential nature of the process. Because of the nature of change within the organization, and the employee compensation structure, their only incentive is to maintain the status quo. This analysis is represented in the interdependency/coordination mechanism model below. The analysis shows a misalignment between the levels of interdependence between the functional units and the coordination mechanism used. The USPS coordinates through rules and regulations. Using the systems approach of focusing on successes rather than the failures of the organization, we compared the USPS current coordination level to its closest successful competitor, FEDEX. As depicted FEDEX has a coordination level that aligns with it level of interdependency. The preferred and optimal approach is to align the organization’s level of interdependency horizontally with the coordination mechanism. The USPS needs a higher coordination mechanism to match the current level of interdependence in order to facilitate efficiencies in the system. Process/ Systems Snowfall and showers may not be able to stop postal carriers from their appointed delivery routes, but their financial problems may halt at least 50% of all postal offices. The U.S. Postal Service, weakened by a public turning to digital communications, is down 22 percent in volume from just five years ago, a decline which is expected to continue, driven in part by rigid competition from carriers such as FedEx and UPS. The Postmaster General has responded with a list of cost-cutting proposals, such as eliminating Saturday delivery and closing up to 3,700 local post offices which would be replaced with automated centers operating out of local businesses. The Postmaster General has also proposed laying off as many as 120,000 workers, and pulling workers out of more costly federal pension plans. Pre-funding retiree benefits has cost the Postal Service $21 billion in the last three years. The underlying issue is that all those moves cannot be made without congressional approval. In order to make these immediate and dramatic changes, the Postal Service would require access to its own funds as well as the authority to act as its own corporation. The transition from a government ran entity to a privatized organization requires Congress to give the USPS flexibility to take action and make changes without all the bureaucracy. The below modified Senge Model (Limit to Growth) demonstrates how the USPS is constrained from making changes. In short, the USPS is limited by congress to making quick and reactive changes that focus on the problem rather than the underlying issue. Creating change and making it work are all resisted by a condition called the â€Å"Status Quo† and the USPS is no exception. USPS employees feel protected under the current unionized culture. They feel threatened by the prospect of losing benefits and are unwilling to pay the high personal price necessary for change. We have demonstrated that this change is necessary for the long term health of the organization. The real question is, â€Å"does the current status quo fit the new change requirements?† An organization in dire need to make radical adjustments to become current cannot be fixed with antiquated congressional imposed constraints. PART III Change Management Plan The USPS acknowledges its need to cut costs and increase revenue. It believes this will fix the problems. USPS starts to address this by taking reactionary measures, but fails to take the necessary steps to address the root issue. We argue that there is a more fundamental problem within the USPS organization which requires a systems approach to identify and solve. Senge says â€Å"it is impossible to change the system from inside the system.† By â€Å"complicating up† the USPS management structure we identify the core problem and faults in its system. Due to the short time needed to enact this change we propose a top down approach that pushes change while mitigating assumed employee resistance such an approach will generate. Our plan uses the Lewin and Kotter models to shape the USPS organizational transition. Through the Lewin model we identify a three phase approach to address changes that simultaneously focuses on employee and organizational issues. Throughout each p hase an information plan is propagated to employees to facilitate transition to the next phase. Conclusion The bottom line is that the USPS current costs of doing business outweigh its current methods of productivity. Without changing the strategic management model, the USPS will continue to lose revenue and be unable to react effectively to market demands. Its proposed cost cutting solutions only scratches the surface of the underlying problem of restrictions on organizational management and coordination. Our uses validated organizational change models. We justify our plan which uses the Lewin model and shows a close association to Kotter’s organizational change model. Our plan leads the USPS to long term success, maintains its relevance in today’s market and allows it to make appropriate changes through periodic reevaluations. References Lewis, T., Montgomery C., Shuler, J. , (2011), The US Postal Service , Naval Postgraduate School, Monterey, CA. Senge, P., (1990), The Fifth Discipline, Doubleday Publishing, New York 15May 2012: http://about.usps.com/news/national-releases/2011/pr11_124.htm> 15 May 2012: http://www.cato.org/pubs/journal/cj31n1/cj31n1-9.pdf 19 May 2012: http://www.referenceforbusiness.com/industries/Transportation-Communications-Utilities/United-States-Postal-Service.html

Learning and Development Practice Essay

1. Directive: Is where the coach offers the coachee solutions, tools and techniques for moving forward. The coachee may like to be offered solutions however the danger is that the solution may not be appropriate for the coachee’s situation and consequently may not feel fully committed to the solution provided. 2. Non-Directive: Is coaching in the true sense of the word where the coach simply asks the coachee questions to allow the coachee to find your own solutions. A non-directive coach will not offer the coachee advice and rarely even give the coachee suggestions, although through skilful questioning they will help the coachee to see their situation from a different perspective, gain clarity, uncover options, challenge inconsistencies and hold the coachee accountable to their actions. ‘Directiveness’ Scale Directive ———————————————————————— Non-Directive – I know how – You know how – I tell you – You tell me – You follow instruction- You decide Starr, J. 2008. The Coaching Manual. Person Education LTD. Pg20. Although I have given an idea of what directive and non-directive coaching styles are. These styles can be seen on a sliding scale. A tool for the coach to use, dependent on the situation and where the questioning leads. The coach my not always use one style over another but can slide up and down the scale to enhance the coachee’s answer and gain clarity where needed, or dependent on the experience of the coachee. With the ultimate aim that the coachee leaves empowered to move forward with action points to achieve goals. 1.2 How coaching differs from other L&D methods Counselling Counselling a therapeutic intervention usually around a personal deep rooted issue from a person’s past that is affecting a person in the present. Counselling provides intervention strategy’s to cope with the personal issue by delving into the persons past. Coaching although can bring out emotions from the coachee, tends to be forward looking and is based around  performance related issues and not personal. (Beevers, 2010). 1.3 How coaching can meet organisational objectives Coaching can meet organisational objectives by  Staff engage and have a greater awareness of organisations objectives. Implemented agreed actions during coaching process show recorded outcomes which means the organisation has measurable results of learning within staff PDP’s. Shows an organisation has a learning culture – investing in their people. If coach is line manager they will enhance management capabilities within the organisation. 1.4 Coaching roles The Coaches role Establishes the boundaries, e.g. Frequency and length of sessions as well as the session structure. Explains what coaching is and is not, and asks permission to explain when issues go beyond what is permissible in coaching. Helps the coachee set goals through questions. Showing interest, activity listening, being non-judgmental. Shows confidence in coachee to find own solutions. Helps coachee gain insight through questioning, listening and challenging them. Encourages forward movement and thinking. Helps coachee set SMART goals and feedback on those goals. Holds coachee accountable for his/her own progress and does not own the actions. The Coachee role Commits to the coaching process and be an active part. Takes ownership of their progress. Is honest, open and shares information with the coach. Willing to discover more self awareness. Takes ownership and willingness to move forward with agreed actions to achieve goals. Understands that the coach is only human and that mistakes from both the coachee and the coach may be made along the journey. 1.5 The benefits of coaching Individual Increased Confidence and self awareness from developing own solutions and goals (ILM,2007). Dedicated time to discuss own performance and ownership on how to improve it. Better understanding of their contribution within their role related to the organisations objectives. Organisation Motivated staff leading to better staff retention throughout the organisation. Improved communication and relationships between management and staff. Improve business knowledge and skills in specific areas related to the organisation (ILM, 2007). 1.6 How to implement a coaching culture within an organisation Bringing in external coaches would be dependent on cost– External coaches are costly, although may be more dependent and more reliant to complete agreed actions, but are more likely to be used short term and small scale (Beevers, 2010). External coaches are more likely to be brought to coach executive level management (Beevers, 2010), or to train up in-house coaches who can then coach at lower levels of management and/or line managed staff within the organisation as part of the development process (Harrison, 2009). 1.7 Developing in-house coaching Advantages Coach will have existing knowledge of the organisation and understands the organisations objectives. Can be more cost effective when coaching a large workforce in comparison to bring in an external coach. As a manager/coach – can offer immediate coaching to team members when issues arise. Disadvantages Coachee may not be willing to open up to coach about issues, especially is coach is their line manager due to lack of trust of confidentiality. Conflict of interest if coach is a manager – They have their own targets to achieve which might affect the aims or outcome of the coaching session. Costs of training, supervising and time from normal workload to coach if internal employees are trained to become coaches (Harrison 2009). References Beevers, K and Andrew, R., 2010. Learning and Development Practice. CPID. Harrison, R. 2009., Learning and development. 5th edition. CIPD. ILM. May 2011., Creating a coaching culture. ILM. Starr, J. 2008., The Coaching Manual. Person Education Ltd. Advantages and disadvantages of different types of coaching relationship [Online] Available at [Accessed 31/09/13].

Do Law Enforcements Practice Racial Profiling - 983 Words

Do Law Enforcements practice Racial Profiling in Street-Level Crime in the country? This inquiry persists to be the main deliberation by the experts, and it is the question that convoys the research. In â€Å"The Reality of Racial Profiling†, The Leadership Conference on Civil and Human Rights shows absolute statistical report evidences from Department of Labor’s Bureau of Justice that proves the existence of Racial Profiling on the country’s highways. The year 2005 data resulted that Black and Hispanic Drivers and Motorists have larger percentage that is more likely to be arrested by the police compare to Whites. Further, a study from Arizona that has similar results and supports this statistical data. The Arizona study proves that Racial Profiling is â€Å"counterproductive and a misallocation of scarce law enforcement resources†. Included in this report, an African-American Harvard Law Professor Charles Ogletree stated â€Å"If I m dressed in a knit cap and hooded jacket, I m probable cause† (Leadership Conference, 33). Opposing experts have identical definitions and opinions of what Racial Profiling really is. Heather Mcdonald, author of Are Cops Racist? In her article â€Å"The Myth of Racial Profiling† has two meanings to it. As McDonald explains, there is â€Å"hard† profiling which uses race as the only factor in assessing criminal suspiciousness and â€Å"soft† profiling is using race as one factor among others in gauging criminal suspiciousness: the highway police, for example, haveShow MoreRelatedShould The Color Of One’S Skin Subject Them To A Higher1684 Words   |  7 Pagesscrutiny from law enforcement? This is a very controversial topic in today’s society and leaves many confused. There are many arguments from all sides, some saying that this practice has helped catch many criminals and that people would not have to worry if they are not doing anything wrong. Others deny it all together and say that racial profiling simply does not exist and police off icers are just trying to do their job. These arguments are both wrong. Not only does racial profiling exist, but itRead MoreRacial Profiling And Its Impact On Society1209 Words   |  5 PagesCases of Racial Profiling There are tons of cases of Racial Profiling. Now a days many people are being targeted or attacked by racial profiling. Laws are being passed but not every police officer is following up with it. And because of this more and more people are becoming irritated with the government system. Just because a particular person from a particular race does something wrong, everyone from that race is being discriminated by so-called other races. Racial profiling is gettingRead MoreRacial Profiling1430 Words   |  6 Pagestwenty years the issue of racial profiling has become extremely combative with regards to law enforcement practices. A common misconception begins as some people are unaware of what racial profiling actually is. Racial profiling typically deals with incarceration, miss education, and to certain extent slavery. The topic of slavery is relevant in the conversation of racial profiling because like slavery, African Americans have suffered just due their own identity. Prof iling is essentially the selectionRead MoreRacial Injustice And Profiling Within The United States1455 Words   |  6 PagesSlavery was just the beginning of when racial injustice and profiling all started. The colored people were discriminated against, mistreated, beaten, and sold to plantations across the southern part of the United States. There was once a time and place in the United States when African Americans were known as colored people and the rest were white. This was when segregation and slavery received national recognition for being wrong. Back in the 1960’s, this was a time period where everyone was notRead MoreRacial Profiling Is A Problem969 Words   |  4 Pages Racial profiling has been an issue in society for as long as America had a criminal justice system. Racial profiling is a problem because it refers discriminatory practice bye-law enforcement officials of targeting individuals for suspicion of crime based on the individual s race, ethnicity, religion or national origin. In 1868, the fourteenth amendment was ratified which states, No state. Shall deny to any person within its jurisdiction the equal protection of the laws, would have made racialRead MorePolice Profiling And Its Effectiveness1317 Words   |  6 Pagescase about profiling (Whren Brown) and its effectiveness to reduce crime or not to reduce crime. b. Secondary Sentence i. Brief background into profiling and how it connects to the previously mentioned case, leading into the thesis. c. Thesis Statement i. Profiling is something that every person has or will do at some point in their life; some may even profile without even realizing it. There are various forms of profiling which will be discussed, along with the history behind profiling and howRead MoreRacial Profiling1260 Words   |  6 PagesRacial Profiling The definition of racial profiling is prejudging someone by their ethnicity or racial profile based on the stereotypes that an ethnic group may carry. Racial profiling acknowledgement in America has grown rapidly over time and has really been on the rise since the September 11, 2001 bombings of the Twin Towers in New York City and of the Pentagon in Arlington, Virginia. But is racial profiling defensible to the American public policy? Some people think like Scott JohnsonRead MoreEssay On Racial Profiling1514 Words   |  7 PagesRacial profiling is a very important issue that individuals in society face every day. This problem occurs in low income or poverty-stricken areas throughout cities and communities across the nation. Hundreds of anecdotal testimonials allege that law enforcement officials at all levels of government are infringing upon the constitutional rights and civil liberties of racial and ethnic minorities through a practice called â€Å"racial profiling (Ward, 2002). So what is racial profiling? According to theRead MoreAnalysis : The Rodney King Incident Essay935 Words   |  4 Pagesmalfeasance and, by using the five contextual themes as a guide, identify administrative concepts that could have prevented these situations. Racial profiling in law enforcement is the criminal justice malfeasance I chose it is safe, it is a hotbed topic and in law enforcement we are walking down a very slippery slope in discussing it. As a law enforcement officer is it safe to say the preponderance of the officers are committed to protecting and severing others and for the most part are very nobleRead MoreRacial Profiling in Canada Essay examples1300 Words   |  6 Pagesis dispute regarding what defines racial profiling. Critics ask Is it racist, or is a necessary part of law enforcement. Racial profiling is identified by Adele Cassola in her article as unjust whereas Denyse Coles argues that racial profiling is necessary and is not considered racism. According to the Ontario Human Rights Commission â€Å"Racial profiling is based on stereotypical assumptions because of one’s race, colour, ethnicity, etc.† whereas criminal profiling â€Å"relies on actual behaviour or on