Please reply to each Discussion question with 175 words and 1
reference and a biblical viewpoint. For your replies, respond to
students who addressed a question other than the one you
chose, and then point out either 2 weaknesses with their post or
add 2 additional supporting points
1)Human resources have come a long way from employees
working under harsh conditions to HR working to harder to
create a viable work environment. Before the modern-day HR,
we are fortunate to enjoy today, those before us had to endure
harsh and deplorable work environments. The pre-1900s HR
embarked on a venture to provide a better and more productive
environment by stabilizing the labor force and encouraging
employee loyalty. These efforts allowed the U.S. legislature to
develop the Equal Pay Act of 1963 and the Civil Rights Act of
1964. During this time, two motivational theories would
transform HR's thinking process. Herzberg's Two Factor Theory
of Motivation and Deci and Ryan's Self- Determination Theory
focused on the best way to encourage people's sense of
motivation and job satisfaction. Organizational management
made it possible for HR management to match the work's nature
to the person's skill level. However, the significant change in
HR from then to the present day is the use of technology
(Retrieved information from
https://www.itagroup.com/insights/evolution-of-human-
resources-management). Emerging technology has allowed the
workforce to develop from a labor-based environment to a
service-focused environment. For example, in the 1960s, the
health field adopted the Human Resources Information System
(HRIS) that assists in collecting, storing, and reporting
workforce data. Today, HRIS is influential in supporting
operational core HR practices such as HR administration,
time/absence monitoring, rostering/scheduling, employee
benefits, or expense management (Tursunbayeva 2019 pg. With
the support of modern technology becoming a widespread
presence in the HR system, management is altering their training
and development practices. Innovative technology is an essential
presence in today's HR. For instance, Virtual/augmented (VR)
reality technology. VR is used to create complex situations
while making the learning experience entertaining (pg.3).
Micro-Learning is used to address the lack of on-going training
for nurses. ML consists of a series of short videos that can be
watched on their smartphones at their convenience.
References
The Evolution of HR: Where It’s Been and Where It’s Going
(2019). Retrieved information
from https://www.itagroup.com/insights/evolution-of-human-
resources-management
Tursunbayeva, A. (2019). Human resource technology
disruptions and their implications for human resources
management in healthcare organizations. BMC Health Services
Research,
19 doi:http://dx.doi.org.ezproxy.liberty.edu/10.1186/s129...
2) Leadership can mean different things to different people. The
book describes leadership as the traits, behaviors or style of
people who assume responsibility for a goal-oriented group. In
other words, it is the ability to get people of a group to do what
the leader wants them to do (Vito et al., 2020).
A study was done in the Florida Department of Corrections to
determine what types of attributes are needed to be a successful
leader. The study was done to essentially enhance the basic
skills that most leaders already possess and to expand upon
those. Some of these qualities include integrity, trustworthy,
competence, decision making, courage, and communication
(McCallum, 2005). I believe of those that integrity, trustworthy
and communication are at the top.
As criminal justice professionals, we cannot do our jobs without
integrity and ethical behavior. Once those are compromised,
there is no trust in your word or work that you do. Leaders lead
by example. No one is going to follow a leader that is not
truthful or that cannot communicate effectively to their
subordinates. As stated above in the definition of leadership, it is
to get the people around you to do what you are asking.
More aspects that I think are just as important in leaders are the
ability to motivate and reward and caring about their
subordinate’s wellbeing (Cain, 2017). We as criminal justice
professionals do not do our jobs for the recognition, but I know
as a human being, being recognized, and rewarded for hard
work does go a long way. Supervisors that say “hey you handled
that scene really well” or “great job apprehending that subject”
makes you feel like its not all for nothing.
Personally, I have a few good leaders as supervisors, and I have
a few that just come to work to get paid. I have one supervisor
that really looks out for us and can tell when we are not
ourselves and that we need tapped out. This is the type of leader
that all organizations need. We know that we can count on them
to come to our scenes and that they work with us rather than
come and take over. All in all, we need more leaders that can
communicate better, lead by better example and to generally
care more about the wellbeing of their officers.
REFERENCES
McCallum, D. W. (2005). Leadership within the Florida
department of corrections. Tallahassee, FL: Florida Department
of Law Enforcement.
Cain, N. (2017). What Makes an Effective Law Enforcement
Leader? Retrieved August 26, 2020,
from https://inpublicsafety.com/2017/08/what-makes-an-e...
Vito, G. F., Reed, J. C., & More, H. W. (2020). Organizational
behavior and management in law enforcement (4th ed.).
Hoboken, NJ: Pearson Education.
1
Replies
Student’s Name
Instructor’s Name
Institutional Affiliation
Course
Date
2
Replies
Reply 1
Clearly, things have changed for employees from worse to good, wherein the
contemporary world, human resource works in a favorable environment. I concur with you that
the laborers would detest the harsh working conditions in the past, and the management would
do nothing about it. The human resource in the pre-1900s embarked on a journey of providing
suitable and improved working conditions for employees through the stabilization of the labor
force and motivating workers' loyalty (Braun & Veresne Valentinyi, 2019). Indeed such zeal
permitted the American legislature to establish the Pay Act of 1963 and the civil rights Act of
1964. It is quite impressive are familiar with the motivational theories that changed the human
resources' thinking process. Mentioning the Herzberg's Two Factor Theory and Deci and Ryan’s
self-determination theory indicates that you are aware of what you are discussing.
On the contrary, you should have tried highlighting the Maslow's theory of needs because
for any organization to achieve productivity, the employees' needs come first. Technology is
changing the world, and employers should not only focus on increasing productivity but also
consider the welfare of the staff (Zatonaktsiy et al., 2019). Colossians 4:1 cites that masters
should treat their workers and justly, which implies that the working conditions should not
oppress the laborers.
References
3
Braun, E., & Veresne Valentinyi, K. (2019). HR Trends at the beginning of the 21st century.
https://doi.org/10.24132/jbt.2019.9.3.54_61
Zatonaktsiy, D., Dluhopolska, T., Rozhko, O., Tkachenko, N., Stechyshyn, T., & Metlushko, O.
(2019, December). Modem Information Technologies in HRM: Concept of Personnel
Security. In 2019 IEEE International Conference on Advanced Trends in Information
Theory (ATIT) (pp. 313-316). IEEE.
Reply 2
I am glad that you understand that leadership has different implications among people.
Leadership generally focuses on giving a particular group to follow in delegating duties
(Schumaker, 2016). You forgot to mention that a good leader is a servant to his or her followers
because I such to be the most appropriate form of leadership. However, I agree with you that the
Florida Department of Corrections analyses the traits a person should have for them to qualify to
be a leader. I agree with you that the research's importance was to comprehend the necessary
skills that most leaders possess and expand upon them. Trustworthy, competence,
communication, and courage are part of the qualities. However, you mention that the most
superior attributes, according to you, are trustworthy, integrity, and communication, but I find
this biasing. I would say that all the qualities are significant for a leader.
Moreover, criminal justice must apply all the qualities in carrying out their duties (Wolfe,
Rojek, Manjarrez Jr, & Rojek, 2018). Matthew 23:11 asserts that the most excellent leader is the
one who serves his or her people. Therefore such implicates that leaders should humble
4
themselves and show the employees how forward and such will ease management of the
company.
References
Schumaker D. (2016). Leadership and its impact on organizations. Fed. Probation, 80, 39.
Wolfe, S. E., Rojek, J., Manjarrez Jr, V. M., & Rojek, A. (2018). Why does organizational
justice matter? Uncertainty management among law enforcement officers. Journal of
Criminal Justice, 54, 20-29. https://doi.org/10.1016/j.jcrimjus.2017.11.003
