A520.5.3.RB_ForrestersEmpowerment_LouBeldotti

Forrester’s Empowerment

                Empowerment.  According to Merriam-Webster, the definition of empower[ment] is to give power to (someone) or to give official authority or legal power to (someone).  (Merriam-Webster, n.d.)

                According to Russ Forrester, “Empowerment is a tantalizing notion that seems to offer organizations the promise of more focused, energetic, and creative work for employees.” (Forrester, 2000)

                My personal experiences with empowerment are mixed.  While in the Army, I had to dole out empowerment gingerly.  While employed with Northrop Grumman, I had to empower each and every one of my subordinates and as a Junior Reserve Officer Training Corps Instructor, I must be very selective of who I empower.  With this said, I believe that empowerment is very situational. 

                I was very amused with Forrester’s comment that “Empowerment is the stepchild of a grand heritage.  Its most venerable ancestor is Kurt Lewin’s notion of action research, which departed from the earlier practices by involving the subjects of change efforts in understanding and making decisions about hope-for changes.  The idea that workers might contribute to governing their own situations gained popularity with McGregor’s specification of Theory X and Theory Y beliefs about human nature and their impact on how work needs to get done.” (Forrester, 2000)

                Comparatively speaking, empowerment can either cause disaster or success.  I have been on both sides.  Empowering a young Soldier resulted in disaster and empowering seasoned Soldiers resulted in success.  I believe that maturity plays a big part in empowerment.

                Empowerment does not necessarily create leaders.  We should be very careful when we empower our employees.

References

Merriam-Webster. (n.d.). Empowerment. Retrieved on April 23, 2016 from http://www.merriam-webster.com/dictionary/empower

Forrester, R. (2000). Empowerment: Rejuvenating a potent idea. [Academy of Management Executive]. Retrieved on April 23, 2016 from http://www.jstor.org/stable/4165660?seq=1#page_scan_tab_contents

A520.4.2.RB_MotivationBeyondMoney_LouBeldotti

Motivation Beyond Money

            In the Skillsoft video, “The Three Things We Work For (Money Isn’t One of Them)”, Andy Mulholland discusses three things that employees [engineers] work for. 

1.      Interesting work.

2.      Expansion of skill sets.

3.      Recognition

(Mulholland, 2011)

            From my perspective, having interesting work is very important.  Boring and mundane work would drive me to find new employment.  According to David Whetten and Kim Cameron, “Work design is the process of matching job characteristics to workers’ skills and interests”.  (Whetten and Cameron, 2016)

            Skill training and sustainment training are essential for all employees.  I need training to perform my job effectively.  Without it, my skills would stagnate and eventually I would become bored.  I am of the opinion that most employees desire to expand their skill sets beyond initial job training.  They want to advance and without appropriate training, they cannot advance.

            Recognition is probably the most important to me.  I work even harder when I am recognized for my achievements and accomplishments.  The U.S. Army is very good at recognizing not only its Soldiers but also its civilian employees. 

            When these three motivational tools are combined, it makes for a great motivational trifecta. 

            These are great motivators but there are other that are important to me.  The following are my top three when I was in the Army:

1.      Free global travel

2.      Required physical fitness (Gyms are free in the military)

3.      Free room and board when I was a single Soldier

            The military allows its members to fly aboard their cargo and personnel aircraft if there is space available for free.  Also, all official travel is paid for by the US Government along with Per Diem, ME&I and lodging costs.  In 2009, I travelled to Europe twice, Hawaii twice and multiple states in the US on official business.  What is even more motivating is that I was able to accumulate and keep all of the frequent flyer miles and hotel loyalty points.

            Physical fitness is a requirement in the military.  High performance is incentivized by tying it to recognition and promotion.  The military gives their members a physical fitness test, twice per year and failure brings discipline and negative performance reports.  To ensure that its members stay physically fit, the military does organized physical fitness five days per week and has world class gyms on their installations which is free to the Service Members and their families.

            Single members of the military are provided free accommodations and free meals three times a day, seven days a week.  I only lived as a single Soldier for a very short time but it was a good experience.  This, in itself, saves single Service Members thousands of dollars per year.

References

Mulholland, A. (2011). Skillsoft Ireland Limited: The three things we work for (money isn’t one of them). [Video]. Retrieved on April 13, 2016 from http://library.books24x7.com.ezproxy.libproxy.db.erau.edu/toc.aspx?bookid=43753

Whetten, D. A. and Cameron, K. S. (2016). Developing Management Skills. (9^th Ed). Boston: Pearson

           

            

A520.3.4.RB_SupportiveCommunication_LouBeldotti

Supportive Communication

Below is an excerpt from the CEO of Cerner to his managers:

“We are getting less than 40 hours of work from a large number of our K.C.-based EMPLOYEES. The parking lot is sparsely used at 8:00 A.M.; likewise at 5 P.M. As managers – you either do not know what your EMPLOYEES are doing; or you do not CARE. You have created expectations on the work effort that allowed this to happen inside Cerner, creating a very unhealthy environment. In either case, you have a problem and you will fix it or I will replace you. NEVER in my career have I allowed a team that worked for me to think they had a 40-hour job. I have allowed YOU to create a culture that is permitting this. NO LONGER.”

            I probably would have taken issue to the above email if I had have received it.  It does seem like the “blame game” is being played.  However, there is an old saying in the Army, “Leaders are responsible for everything that happens or fails to happen in their organization”.  This holds true in industry also.  On more than one occasion, I have seen CEOs, CIOs, CFOs, COOs, Company Presidents and more fall to blame when the company did poorly or there was scandal involved.  More often than not, the leader resigns.

            I arrived at United States Army Medical Command (MEDCOM) located in San Antonio, Texas in Early February 2007.  On February 18, 2007, The Washington Post broke the Walter Reed Army Medical Center (WRAMC) neglect scandal.  WRAMC Commander, Major General (MG) George W. Weightman, was relieved under orders of the Secretary of Defense, by Secretary of the Army, Fran Harvey, after only being in command for six months.  Consequently, Secretary Harvey resigned less than a month later due to pressure that he had not taken action quick enough.  After MG Weightman was relieved, Lieutenant General (LTG) Kevin Kiley was named interim Commander.  Unfortunately, it was discovered that LTG Kiley had been aware of the poor care and living conditions of patients at WRAMC dating back to 2004 and he retired on March 12, 2007 less than one month after being named interim commander.  These leaders fell because they were in charge.  Mind you, other leaders much lower on the food chain were also relieved or resigned in the wake of the “scandal”.  Although I had no involvement in this, I was involved in a different capacity.  I was the Command Career Counselor of the Warrior Transition units under MEDCOM’s Command and had to travel to WRAMC to deal with the Soldiers affected.  The tension at WRAMC was so thick that you could almost cut it with a knife.  I witness absolutely no supportive communication.     

  

            Of course this situation was extremely severe and affected Wounded Warriors.  It brought about outrage from the President of the United States on down. 

            If supportive communication had have been used in the WRAMC situation, I can only speculate what could have happened.  The same outcome probably would have occurred but less feeling would have been hurt.

            In the email situation, I believe that supportive communication could be effective.  This CEO made many assumptions in his email.  Was he actually on site in Kansas City and witnessed the empty parking lot.  Although he takes ownership of the situation by stating that he allowed this to happen, he does not indicate that he plans on resigning but states that if the manager’s do not fix it, they will be replaced.  I believe this message conveyed incongruence instead of congruence.  Again, the CEO takes ownership but there is no honesty in his ownership.  He uses evaluative commentary labeling the manager’s as non-caring.  He does state the problem but definitely makes it person-oriented.  He invalidates these managers and I am sure they immediately went on the defense upon receiving the email.  His message was non-useful.  He actually did not identify the problem and offered no advice on how to fix it…just threats.  I can only assume that the CEO’s message came from out of left field and had not addressed it early making it disjunctive communication.  He did own some of the message but most of his message was disowned.  Finally, his message did not allow for supportive listening and the entire message was one-way.

Reference

Whetten, D. A. and Cameron, K.S. (2016). Developing Management Skills. (9^th ed.). Boston: Pearson

A520.3.1.RB_DecisionMakingStyles_LouBeldotti

Decision Making Styles

            Which way do I go?  How do I get there from here?  I am sure that we all have asked ourselves these questions.  It is easy and almost instantaneous to routine decisions but the complex decisions always offer a challenge.  When I was a child, I received a Magic 8 Ball one Christmas.  I would ask it questions such as, “Does Betty like me?”, “Will mom let me go skating?”, “Will I be a doctor when I grow up?”.  This took away the decision making process for me. 

            According to Wikipedia, the Magic 8-Ball has a twenty-sided die that provides twenty possible answers to the question asked.  The twenty answers are:  It is certain; It is decidedly so; Without a doubt, yes; Definitely; You may rely on it; As I see it, yes; Most likely; Outlook good; Yes; Signs point to yes; Reply hazy try again; Ask again later; Better not tell you now; Cannot predict now; Concentrate and ask again; Don’t count on it; My reply is no; My sources say no; Outlook not so good; Very doubtful. (Wikipedia, 2016)

            Well, I never dated Betty, I did get to go skating but I never became a doctor.  So much for the Magic 8-Ball.

            In the blog, I will answer the following questions:

1.      What are a few words that describe your decision-making style?

2.      What are the opposites of the words you chose?

3.      Could you see any benefits to making decision using an approach that is based on either the opposites or somewhere in-between and what outcomes would you expect to see?

            Now that I am a grown man, my decision making style has changed from trusting the Magic 8-Ball to more concise and thoughtful.  I don’t use chicken bones or tea leaves.  I do ponder on the more complex decisions.  I often use tools like brain storming, pros and cons and mind mapping. 

            The opposite words would be lengthy, vacant and ignore.

            In some situations I could see the opposite word, lengthy as beneficial.  Long pondering is sometimes required to make the correct decision.  I cannot not see the opposite words, vacant and ignore as a viable part of the decision making process.

References

Haddock, R. (2004). Routine and complex decision-making. [Infobase: Films on demand]. Retrieved on April 7, 2016 from http://fod.infobase.com.ezproxy.libproxy.db.erau.edu/p_ViewPlaylist.aspx?AssignmentID=7A2UTV

Wikipedia. (February 22, 2016).  Magic 8-Ball. Retrieved on April 7, 2016 from https://en.wikipedia.org/wiki/Magic_8-Ball

Conflict Resolution

Rock, paper, scissors

                The game, rock-paper-scissors is probably not the best way of solving conflict.  I guess you could throw the rock, stab with the scissors or give someone a paper cut but nothing good would come of that.

                This blog is about conflict resolution.  The assignment asks me to answer the following questions:

• What was the conflict?
• What role did you play?
• Who were the other participants in the negotiation?
• What was the result?

Can you see any room for improvement to how the conflict was handled?

                I have encountered many conflicts during my 27-year Army career.  I’m not just speaking of armed conflict but also of arguments and squabbles.  One such squabble comes to mind.

                I was a squad leader in unit at Fort Lewis, WA in the mid-1980s.  Two of my Soldiers were in a heated argument about guard duty.  Both wanted to be on first shift and were about to go to blows over the whole thing just as I stepped in.

                Being a Noncommissioned Officer, they had to follow my direction.  However, I took some time and sat the two Soldiers down.  I asked each one why they wanted the first shift of guard duty.  The first individual informed me that he had a date and needed the first shift so that he could be on time for his date.  The second Soldier stated that he needed first shift so that he could go fishing.  I asked the two which situation seemed the most important?  Of course, they both stated that their individual situation was most important.  So, I had them each right down the PROs and CONs of their particular situation.  Once they had completed this task, we compared and contracted their answers.  The Soldier that wanted to go fishing came to the conclusion that the Soldier who wanted to go on a date had the more important situation.  After all, he could go fishing anytime.  However, there was a caveat that came with their decision.  The Soldier who was giving up on first shift required that the other Soldier pull his next duty when it occurred.  They both agreed to this and the conflict was over.

                I believe I handled the situation quite well as a young Soldier.  Looking back, I may have done a few things differently but would have used the same tools at my disposal.

A520.2.5.RB_TimeManagement_LouBeldotti

Time Management

            Doesn’t seem as if we are always in a race with the clock?  There are so many phrases involving time and our embattlement with the clock.  Sometimes it is good and sometimes bad.  “How much time do I have?”, “Time!”, “Time to go.”, “Time for a change.”, “What time is this over?”, “Can I have more time?”, “Timing is everything.”, “Is my time up?”, “Time is my enemy.” and much more.  We are always looking at clocks and our watches.  We are always asking people about the time.  Heck, there are even songs written about time… “Time is on my side”, “Time after Time”, “Time”, “Time passages”.  It seems that all game shows have some time element and there have even been game shows dedicated to time like “Beat the Clock” and “Time Machine”.  We are simply always dealing with time.  The question, however, is how do we deal with it?

            I personally believe I am pretty good with time management when is comes to my work life.  However, time seems to get away from my when it comes to my home life and continued education.

            In this blog I will attempt to answer the four questions asked of me in my current ERAU assignment, if I have time…pun intended.

1.      Assess your time management skills.  I believe I have great time management skills while I am at work.  I am never let for my job and, as a matter of fact, I am usually about 45 minutes early every day.  I am able to complete each class that I teach on time and fulfill all of my class requirements on time.  However, in the midst of it all, I still have a hard time managing all of things that I need to do at home and my studies at ERAU.  I feel that it is partly because of the hours I devote to my occupation and my desire to relax while at home.

2.      Evaluate how these skills have increased your locus of control.  I believe that I have control of all things that affect me.  However, once I get home, I somehow let time get away from me.  Maybe it’s because as soon as I shed my uniform my focus goes elsewhere.  I usually start cooking when I get home and also care for three dogs.  My wife doesn’t finish working until 5:00p and I do my best to have dinner ready by then.  If I am not doing something with my Cadets on the weekend, I do not set an alarm.  On weekends I usually cook breakfast and then hit the books.  If I have spare time at work, I do some school work.  I think that it is just life.  Work, home, cars, wife, bills, dogs and everything else that goes along with it.  Yes, I have the time management skills and can affect things around me but, at the end of the day, I just live my life.

 

3.      Identify three new areas in which improved time management skills would reduce stress.  One area is returning to school.  I need to work on completing my studies in a timelier manner.  When Sunday rolls around I am always at crunch time.  I need to work on getting all of my home chores in a timelier manner.  I have multiple projects in some state of completeness that I just have to finish.  I am always telling my wife that I get something done during Christmas break, during spring break, on three-day weekends and finally during summer break.  Well, just about every break has passed and I am still behind.  Finally, tax day is swiftly upon us.  I have not even started them.  Geez!  I feel that Sunday the 17^th will be here before I know it and it will be crunch time.  All of these things cause me stress and they must be addressed.

4.      Add an action plan to integrate these to your daily routine.  I need lists!  List of things to do and when they need to be completed.  I need to set timers on my cell phone and tablet.  I need reminders!  My plan, moving forward is to do just this.  I plan on devoting at least two hours of every day to my studies, gathering all of my tax documents immediately and completing my taxes this coming weekend and devoting one hour per day to my home chores starting immediately. 

Wish me luck!