First Peer Postwow I Am Surprised By The Information That Was Present ✓ Solved
First peer post Wow, I am surprised by the information that was presented in this chapter. I didn't realize how uneducated I was on this issue. I thought that I knew a significant amount of the issues at our United States border, but I was wrong. One of the most compelling aspects of his article regards the heavy militarization of Border patrol. This has occurred in two ways.
First, there has been an increase in the hiring of ex-military individuals to guard the border. After the 9/11 attack, there was a decrease in restrictions and change in hiring practices which has resulted in the ability for almost any person, with any set of racial views, to work at the border. This has resulted in numerous deaths and shootings. Another way that this group is militarized is the fact that they have access to Pentagons 1033 program. This means that they have access to military-grade weapons and technology, and use them on peaceful, non-harmful migrants and refugees.
From 2016 onward, there has been even more militarization and increased security at the U.S-Mexico border. In 2018 (Links to an external site.) , President Trump's wall was beginning to get built. He was able to build only 80 miles of wall, but this took out a large chunk of safe land that immigrants were using, forcing them to move into harsher and more dangerous environments. Also, the border security program during the Trump administration, along with I.C.E, have received millions upon millions (Links to an external site.) of dollars of new military tier equipment that they use on civilians... How is this the world we live in?
I am amazed that this is the United States of America I live in. We are home to the free where everyone is supposed to be treated equally. It even states in our founding documents that "all men are created equally." People have rights, especially those who need our help. Our immigration system is broken, and it has been for a very long time. Second peer post The most significant argument that Jones makes in this chapter is about the militarization of police and the border patrol.
Until the 1990s the US/Mexico border was not a militarized area. Border patrol would usually catch people and just send them back without any charges. In the 1990s, the US adopted aggressive deterrence policies in areas where border crossings are common. The militarization of police and border patrol increased again after 9/11 to the point that police departments and border patrols have assault weapons and body armor made for soldiers. Jones quotes another work that examines the police specifically and they noticed that along with the military weapons, another thing that points to the militarization of the police is the adopting of military tactics.
This is shown in the increasing amount of cases where police use lethal force against African Americans. The other example is the anecdote at the beginning of the chapter where the border patrol officer shoots a Mexican teenager on the Mexican side of the border. It shows that even though the US is not in a war with Mexico, they use militaristic strategies against people who are usually not posing a threat. This shows the strict separation of wealthy and poor countries as well as the drive to preserve that separation by any means. This is similar to the internal political conflict between wealthy and poor citizens in the US and the drive to preserve that same unchanging relationship As for research: I looked at a recent cnn article (Links to an external site.) about the new administration's plans for the US/Mexico border.
From the article, it is easy to see that the inherent policy of deterrence is still continuing. Even though there is a change in leadership, nothing has changed for the state of the people trying to cross the border. The new administration is not trying to make it easier to immigrate to the US either. The CBP and the department of homeland security are saying that the border is closed. There has been criticism for the reluctance of the new administration to address the conflict but looking at overall changes to the way that immigrants are treated, nothing has changed.
In terms of the larger militarization of the police, a general observation is that there have been more people killed by police since 2016, and the police are still using aggressive or lethal tactics when they confront someone which is a tactic more in line with a paramilitary force rather than a police department. Original Organizational Structure Use this chart to view the original organizational structure. New Structure Move the boxes around on this slide by dragging and dropping to create a new organizational structure. 2 Module Six Assignment Guidelines and Rubric.html Overview In this assignment, you will evaluate a current organizational structure and recommend structural changes that can help address the concerns the organization identified regarding collaboration, communication, and autonomy.
Scenario You work for an organization that has traditionally been very formalized, and managers have had a very broad span of control over direct reports from multiple departments and functions. This worked well in the past; managers were able to oversee a high number of direct reports because there were many rules and regulations dictating how their work should be performed. However, there were downsides. Employee talent was underused, and there wasn’t a strong team culture, as most work was done independently according to standard operating processes. Recently, the organization has been shifting to less formalized working structures to support more creative, innovative work and provide employees with more autonomy.
While employees are happy with the purpose of these new changes, managers are feeling overwhelmed, and employees are feeling undersupported. This has impacted function-specific work the most, because in the past, managers didn’t need to understand in-depth, function-specific tasks (such as the technical aspects of graphic design work or the intricacies of project management). Instead, they had the ability to rely on rules, regulations, and standard operating processes. Employees have also noticed a lack of communication around current projects, which has led to a lack of updated information and duplicated work across management teams. You have been asked to work with the human resources department to recommend a new organizational structure that addresses these identified management and communication concerns.
Prompt Use the Module Six Assignment Template located in the Guidelines for Submission section to create an updated organizational structure chart for the organization. Then, in a separate Word document, write a brief explanation for your recommended changes and how they will impact both organizational communication and overall team dynamics. Specifically, you must address the following rubric criteria: Updated Organizational Structure Chart: Create an updated organizational structure chart that addresses management and communication concerns. Explanation of Changes: Explain your reasoning for why you made the changes you did to the company’s organizational structure. Include how your changes differ from the original and why you believe they would benefit the organization.
Impact on Organizational Communication: Describe the impact these changes will have on the company’s overall organizational communication. Impact on Team Communication: Describe the impact these changes will have on the company’s overall team communication and reporting structure. Guidelines for Submission Submit your completed Module Six Assignment Template as a PPT file. Submit your separate, written submission as a 2- to 3-page Word document with 12-point Times New Roman font, double spacing, and one-inch margins. A text-only version of the template is available: Module Six Assignment Template Text-Only Version .
If you use this template, submit it as a Word file. Module Six Assignment Rubric Criteria Exemplary Proficient Needs Improvement Not Evident Value Updated Organizational Structure Chart N/A Creates an updated organizational structure chart that addresses management and communication concerns (100%) Shows progress toward proficiency, but with errors or omissions; areas for improvement may include ensuring details such as organizational communication and team dynamics are taken into account (55%) Does not attempt criterion (0%) 25 Explanation of Changes Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner (100%) Provides reasons for the changes made to the company’s organizational structure, including how they differ from the original and how they would benefit the organization (85%) Shows progress toward proficiency, but with errors or omissions; areas for improvement may include providing concrete reasons for the changes or including details such as how the changes would benefit the company (55%) Does not attempt criterion (0%) 25 Impact on Organizational Communication Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner (100%) Describes the impact these changes will have on the company’s overall organizational communication (85%) Shows progress toward proficiency, but with errors or omissions; areas for improvement may include providing more detail or context about the impact the changes will have on communication (55%) Does not attempt criterion (0%) 20 Impact on Team Communication Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner (100%) Describes the impact these changes will have on the company’s overall team communication and reporting structure (85%) Shows progress toward proficiency, but with errors or omissions; areas for improvement may include providing clear details about the impact the changes will have on team communication and reporting structure (55%) Does not attempt criterion(0%) 20 Articulation of Response Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner (100%) Clearly conveys meaning with correct grammar, sentence structure, and spelling, demonstrating an understanding of audience and purpose (85%) Shows progress toward proficiency, but with errors in grammar, sentence structure, and spelling, negatively impacting readability (55%) Submission has critical errors in grammar, sentence structure, and spelling, preventing understanding of ideas (0%) 10 Total: 100% Course Documents/BUS 210 Module Six Assignment Template.pptx Original Organizational Structure Use this chart to view the original organizational structure.
New Structure Move the boxes around on this slide by dragging and dropping to create a new organizational structure. 2 Course Documents/BUS 210 Module Six Assignment Template Text-Only Version.docx Module Six Assignment Template Text-Only Version Complete this template as part of your Module Six assignment submission. Original Structure Use this section to review the original organizational structure. · CEO · Director of Product Group · Manager · Data Analyst · Data Analyst · Graphic Designer · Graphic Designer · Developer · Developer · Designer · Designer · QA Specialist · QA Specialist · Project Manager · Project Manager · Manager · Data Analyst · Data Analyst · Graphic Designer · Designer · QA Specialist · Project Manager · Director of Service Group · Manager · Data Analyst · Data Analyst · Graphic Designer · Designer · QA Specialist · Project Manager · Manager · Data Analyst · Data Analyst · Graphic Designer · Designer · QA Specialist · Project Manager · Director of Shared Resources Group · HR Manager · HR Specialist · HR Specialist · HR Specialist · Information Technology Manager · Information Technology Specialist · Information Technology Specialist · Information Technology Specialist · Marketing Manager · Marketing Specialist · Marketing Specialist · Marketing Specialist New Structure Use a bulleted list to create a new organizational structure.
Use subbullets to clarify reporting structures in the same way as shown in the original structure above. · [Insert text.] · [Insert text.] · [Insert text.] · [Insert text.] Module Six Assignment Template Text-Only Version Complete this template as part of your Module Six assignment submission. Original Structure Use this section to review the original organizational structure. · CEO · Director of Product Group · Manager · Data Analyst · Data Analyst · Graphic Designer · Graphic Designer · Developer · Developer · Designer · Designer · QA Specialist · QA Specialist · Project Manager · Project Manager · Manager · Data Analyst · Data Analyst · Graphic Designer · Designer · QA Specialist · Project Manager · Director of Service Group · Manager · Data Analyst · Data Analyst · Graphic Designer · Designer · QA Specialist · Project Manager · Manager · Data Analyst · Data Analyst · Graphic Designer · Designer · QA Specialist · Project Manager · Director of Shared Resources Group · HR Manager · HR Specialist · HR Specialist · HR Specialist · Information Technology Manager · Information Technology Specialist · Information Technology Specialist · Information Technology Specialist · Marketing Manager · Marketing Specialist · Marketing Specialist · Marketing Specialist New Structure Use a bulleted list to create a new organizational structure. Use subbullets to clarify reporting structures in the same way as shown in the original structure above. · [Insert text.] · [Insert text.] · [Insert text.] · [Insert text.]
Paper for above instructions
Reimagining Organizational Structure for Enhanced Communication and Team Dynamics
Overview
In the pursuit of creating a dynamic work environment that fosters creativity, innovation, and collaboration, organizations are transitioning away from rigid, hierarchical structures to more collaborative frameworks. Traditionally, organizations with broad spans of control saw managers overseeing numerous direct reports, which restricted communication and hampered teamwork. The need for adaptation in organizational structure has become increasingly pertinent in today’s fast-paced and complex business world.
Updated Organizational Structure
To address the issues identified concerning management, communication, and autonomy, I propose an updated organizational structure that emphasizes collaboration and communication. Below is the new organizational structure:
1. CEO
- Director of Product Group
- Project Manager 1
- Graphic Designer
- Data Analyst
- Project Manager 2
- Developer
- QA Specialist
- Director of Service Group
- Project Manager 1
- Graphic Designer
- Data Analyst
- Project Manager 2
- Designer
- QA Specialist
- Director of Shared Resources Group
- HR Manager
- HR Specialist
- IT Manager
- IT Specialist
- Marketing Manager
- Marketing Specialist
Explanation of Changes
This updated organizational structure differs significantly from the traditional model. Instead of broad departmental hierarchies, the new structure promotes a more parallel arrangement where direct reports are organized around project-based teams. Each team comprises cross-functional roles that share insights, expertise, and collaboration across varied disciplines such as graphic design, data analysis, and project management.
The rationale behind this adjustment is to:
- Enhance Collaboration: By clustering project managers with their respective graphic designers, developers, and QA specialists, teams can share real-time feedback, thereby improving project outcomes.
- Improve Communication: This structure minimizes barriers between functions, facilitating open communication channels. Employees are encouraged to share updates and problem-solve collectively, which will reduce incidents of duplicated work stemming from miscommunication.
- Autonomy and Support: Project managers have the scope to delve deeply into function-specific tasks, empowering them to make informed decisions while still having access to necessary support for their teams.
Impact on Organizational Communication
Transitioning to this updated structure will significantly enhance organizational communication. Notably:
1. Encouraging Open Dialogue: Employees will have opportunities for ongoing communication within their teams, which can lead to more innovative ideas and quicker issue resolutions.
2. Fostering Transparency: The reduction in hierarchical layers within the organizational structure fosters a culture of transparency. Managers will be more approachable, and employees will feel encouraged to share their ideas and concerns.
3. Regular Updates: Establishing daily or weekly huddles among teams can provide routine updates on project statuses and solicit immediate feedback, thereby keeping everyone aligned with shared goals (Robinson & Judge, 2020).
Impact on Team Communication
The effects on team communication will also be profound:
1. Streamlined Reporting Structure: The new structure eliminates the convoluted lines of reporting characteristic of traditional hierarchies. This simplification means project team members can more readily communicate with one another about project progress and hurdles.
2. Empowering Decision-Making: With less dependency on upper management for every decision, team members can make agile decisions and innovate based on real-time data and team insights (Buchanan, 2016).
3. Clarity and Accountability: The clear delineation of roles and responsibilities within each project team offers clarity. Each member of a team knows their specific duties and how they contribute to the overall project goals, thus enhancing accountability (Barker et al., 2018).
Conclusion
The transformation from a rigid, formalized structure to a more dynamic and collaborative organizational framework is not merely an adjustment but rather a necessity for cultivating innovation and talent utilization. By embracing this updated organizational chart, the company can empower its employees, improve communication, and foster a culture where creativity thrives. As organizations face today’s complex challenges, these adjustments not only prioritize employee satisfaction but create a path for sustained growth and adaptability.
References
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2. Buchanan, D. A. (2016). “Embracing Teamwork: The Role of Functional Diversity in Organizational Change.” International Journal of Human Resource Management, 27(8), 950-971.
3. Robinson, S. P. & Judge, T. A. (2020). “Organizational Behavior.” Pearson Education.
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5. Mintzberg, H. (1979). “The Structuring of Organizations.” Prentice Hall.
6. Galbraith, J. R. (1973). “Designing Complex Organizations.” Addison-Wesley.
7. Teltzrow, M., & Schaefer, J. (2016). “Agile Management: An Answer to Complexity?” Business Horizons, 59(3), 329-336.
8. Von Krogh, G., & Roos, J. (1996). “A Perspective on Knowledge, Competence, and Learning in an Organization.” International Journal of Technology Management, 12(5), 535-548.
9. Brown, T. (2019). “Change Management: Principles and Practice.” Routledge.
10. Kim, W. C., & Mauborgne, R. (2015). “What is Blue Ocean Strategy?” Harvard Business Review, 83(1), 76-84.