Human Resource Management Who can help with this assignment? Critique Peer's e-Portfolio PPT
deyxrikus
CritiqueJohnePortfolio.pptxJohn
E-Portfolio
E-Portfolio Profile
Master’s Degree in Organizational Management
Theme is Organizational Leadership and Management
Career Goals
Main goal is to commission to become an Officer in the United States Air Force.
If goal above does not come into fruition, I plan on separating from the Air Force and looking to get on at Northrop Grumman as a project manager.
E-Portfolio Artifact #1
Paper on Mental Health in the Military
MGMT 604 – Organizational Crisis Management
In this paper I broke down the issues that I have seen in my 12 plus years in the military, and how they have led to mental health issues for numerous individuals at the bases that I have been stationed at.
E-Portfolio Artifact #1 Excerpt
This is where the installation fails our people because we highlight the food and drinks but miss the mark on what other things that they can get out of showing up, even if it is just for 30 minutes. Parker et al. (2017) suggests that there is increasing evidence that the risk of depression is higher when those individuals aren’t getting enough vitamin D. There are also other functions that can take place to raise people’s mental health and overall well-being. I had a previous unit that allowed us to work a half-day each Friday, and we would grill out, play games, and just interact with each other. The military is slowly becoming a factor in increasing mental health issues because of the lack of focus they have on the overall health of its people, and its time that we focus on this before it gets even more out of hand. The mission is going to get done, but I can testify that it will get done at a higher clip if the people are taken care of and want to be apart of the unit
E-Portfolio Artifact #2
Paper on a Rollout of a Change Management Initiative
HRMT 605 – Strategic Human Resources Management Practices
In this paper I broke down the process of becoming a Professional Military Instructor and things that the Air Force can look at doing in the future to ensure they are getting the most qualified candidates to instruct 200 plus Airmen a year.
E-Portfolio Artifact #2 Excerpt
The approach to take for Professional Military Education is a 5-step process that consists of: preparing the organization for change, crafting a vision and plan for the change, implement the change, embed changes within Air Force culture and practices, and lastly is review progress and analyze results. The leader of the schoolhouse, the Commandant is vital to rolling out a change initiative, but the first step takes a lot of patience. To prepare the school for change a “why” must be determined. Is it a toxic culture? This can be due to numerous reasons such as a disconnect between instructors or a lack of a want to be in the current position. There are and will continue to be individuals that take a DSD position because they want a change in their current lifestyle. Maybe they want more family time, they want a 3-4 year break from a deployment, or want the extra money that comes with the position. The common mistake that is made is that there is more of a focus to change an organization logistically before changing the cultural mindset.
E-Portfolio Artifact #3
Paper on global readiness for the United States Air Force
MGMT 610 – Cross Cultural Management
This artifact is an assessment for global readiness regarding the Air Force. IT highlights cross-cultural competence, staffing across the branch and how the Air Force supports the families (both good and bad).
E-Portfolio Artifact #3 Excerpt
In the military, cross-cultural competence is extremely important to ensure all members are fostering a positive work environment. A lot of individuals think that this is only done when deployed, but this is a big topic in todays military. As previously discussed, diversity and inclusion are a hot topic in the Air Force and cross-cultural competence plays an important role in this initiative. While most military members think this is important during deployments, it is with that mindset that diversity and inclusion took a priority, even ahead of adversaries which are Russia and China. In an article from the Air Force Times in 2021 they broke down the demographics of the Air Force which stated that the Air Force was 71% white, 15% black, 4% Asian American and a little over 1% were Native Hawaiian or Pacific Islander (Cohen, 2021). The Air Force got in trouble because they were looking at skin color rather than diving deeper into the matter.
