Mini-PaperTop of FormHide Assignment InformationInstructions.docx
- 1. Mini-Paper Top of Form Hide Assignment Information Instructions No directly quoted material may be used in this project paper. Resources should be summarized or paraphrased with appropriate in-text and Resource page citations. Purpose: The Mini-Paper is a single-page composition on an assigned question or topic. The paper is an opportunity for students to demonstrate their comprehension of the course material and to apply it to the situation presented. The paper is also an opportunity for the student to demonstrate his or her writing skills. Feedback will be provided for both content and grammar. Assignment: The Police Chief of any policy agency is either elected or appointed. Typically, the Chief reports directly to the Mayor, County Executive, or other top political figure (and their council) within the agency's jurisdiction. Please research and discuss the impact(s) that a politician may have on the newly-elected police chief's ideas on how to handle crime in their jurisdiction. It might help to find articles such as "Chief and Mayor agree on crime plan" or "Chief and Mayor disagree on crime plan". Those types of things! Remember, this is only 1 page! Format: · One full page, headed with the student's name. (No cover page.) · Narrative must be double spaced, with 1-inch margins, written in #12 font. · All supportive references must be cited in APA format with an in-text citation as well as a full citation on a separate
- 2. Resources page. · No directly quoted (copy/paste) material may be used in this project paper. · Resources should be summarized or paraphrased with appropriate in-text and Resource page citations. Due Date Mar 6, 2020 11:59 PM Hide Rubrics Rubric Name: A MODEL Rubric for Projects - Max points This table lists criteria and criteria group name in the first column. The first row lists level names and includes scores if the rubric uses a numeric scoring method.Criteria Equivalent to an A Equivalent to a B Equivalent to a C Equivalent to a D or F Overall content of paper or project. Value: 20 points 20 points The paper is exemplary. Content of the paper exceeds all information required by assignment, demonstrates critical thinking skills, sophisticated analysis and other perspectives. Points available: 18-20 17.9 points Paper indicates effort above and beyond the Project Description in the areas of research, analysis, critical thinking, etc. Points available: 16-17.9 15.9 points In general, the content of the paper addresses the information required by the assignment. Points available: 14-15.9 13.9 points The overall content of the paper addresses less than the minimal amount of the information required by the assignment. It demonstrates marginal work and does not reflect an understanding of the project.
- 3. Points available D: 12 -13.9 Points available F: 11.9 / 20 Overall analysis and critical thinking Value: 20 points 20 points Analysis and critical thinking is evident throughout the paper, beyond the requirements in the Project Description Points available: 18-20 17.9 points Paper includes evidence of analysis and critical thinking beyond the requirements in the Project Description Points available: 16-17.9 15.9 points The analysis and critical thinking is consistant with the requirements in the Project Description Points available: 14-15.9 13.9 points The analysis and critical thinking reflected in this paper did not meet the requirements in the Project Description Points available D: 12-13.9 Points available F: 0-11.9 / 20 Responsiveness to Project Description: All elements are included. Value: 10 points 10 points Assignment is formatted exactly as required. Points available: 9-10 8.9 points Assignment is formatted as required with minor/ inconsequential deviations. Points available: 8-8.9 7.9 points Assignment mostly formatted as required but missing some required element(s).
- 4. Points available: 7-7.9 6.9 points Assignment is missing major elements, Points available D:6 - 6.9 Points available F: 0-5.9 / 10 Responsiveness to Project Description : Application of theory and knowledge to the facts presented, accurate use of terminology, etc. Value: 10 points 10 points Excellent understanding and application of theory and knowledge to the facts. Terminology is correct in all uses. Points available: 9-10 8.9 points Clear application of theory and knowledge to the facts. Most terminology references are correctly applied. Points available: 8-8.9 7.9 points Application of theory, knowledge and terminology indicate understanding of the concepts and focus of the project Points available: 7-7.9 6.9 points Theory and knowledge does not apply to the facts presented. Use of terminology indicates a lack of understanding of the concepts and focus of the project Points available D: 6-6.9 Points available F: 0-5.9 / 10 Responsiveness to Project Description: Organization. Value: 10 points 10 points Organization is relevant to topic, clear and understandable with logical flow that makes the project easier to follow. Points available: 9-10
- 5. 8.9 points Organization is clear and does not distract from the project’s content. Points available: 8-8.9 7.9 points Organization presents some MINOR distractions from the project’s content. Points available: 7-7.9 6.9 points Organization lacks relevance, is unclear, difficult to understand, or logic is missing that causes distraction for the reader. Points available D: 6-6.9 Points available F: 0-5.9 / 10 Formatting, references, and APA citations Value 15 points 15 points Assignment is formatted exactly as required, all required citations and references are present and APA standards are followed in every respect. Points available 13.5-15 13.4 points Assignment is formatted as required with minor/ inconsequential deviations, resource requirements are met, citations and references are present and APA standards are followed. Points available: 12-13.4 11.9 points Assignment mostly formatted as required but missing some required elements/ sources or some APA errors are evident. Points available: 10.5-11.9 10.4 points Assignment is missing major elements, lacks required sources or APA is not followed however a different citation method is used correctly. Points available D: 9 - 10.4 Points available F: 0-8.9
- 6. / 15 General Grammar/Mechanics Value 15 points 15 points No or minor English and grammar usage errors. Points available 13.5-15 13.4 points A few minor/ inconsequential mistakes in English and grammar. Points available 12-13.4 11.9 points Some, but acceptable mistakes in English and/or grammar. Points available: 10.5-11.9 10.4 points Many mistakes evident in English/grammar usage. Points available D: 9 - 10.4 Points available F: 0-8.9 / 15 UNIT 66 POWERpoint Experience I previous Units you contributed to the Personal Leadership Training Plan and focused on attributes, knowledge, and skills. In this unit, you will add experience to your plan. Please make sure the powerpoint slides are in the same background and format as the example attachment. Base the knowledge on what someone who is a Disaster Management Professional. Within the presentation, respond to the following points: · Explain the type of experiences you have had that will make you a strong leader. ·
- 7. · Explain and evaluate your experience with organizational change. (This can be from your employer, club, church group, or family unit.) How did you facilitate the change, and was it successful? · · How can you use Kotter's 8-Step Process for organizational change during your future career? · The completed PowerPoint presentation must be a minimum of 10 slides in length, not counting the title and reference slides. There must be a minimum of ten pages in the power point slide , not including title page , with running heder nd the a reference page, based on the APA format. Submit only the specific segment concerning knowledge. Additionally, a minimum of three peer-reviewed or academic resources must be used. Keep the text on the slides concise, and use the notes section to fully explain your ideas . All sources used must be cited and referenced according to APA style. Personal Leadership Training Plan Robert J. Bell II Columbia Southern University
- 8. * To be a good leader, it is a call and nature of the personality of a person.It involves having a passion to serve the interests of the other people besides your own interests (Collins, 2014).The knowledge behind being a successful leader is through experience and good practice.Being a leader, needs a person to have self control and knowledge of handling different types of people.A leader knows the way and lead others there. Everybody defines leadership differently but I really like the way John C Maxwell defines leadership, “A leader is one who knows the way, goes the way, and shows the way.” Irrespective of how you define a leader, he or she can prove to be a difference maker between success and failure. * Should be confidentShould be one who inspires otherShould be hardworkingShould be honestShould be accountableShould have good communication skillsGood decision makerOne who is committed to service Whether running your own business or leading teams in an office setting, the best leaders require a strong set of leadership qualities to help positively interact with their employees, team members, and clients. * As an environmentalist for example, a leader should have diverse knowledge of environmental affairs.The leader should understand the nature and the conditions of the environment and
- 9. be committed to service (Sutcliffe, 2013).The nature of our environment need a lot of research to help in reducing diverse effects on the environment; especially effects of global warming, climate change, land degradation and other effects. Some of the major environmental problems are as follows: 1. Ozone Depletion, Greenhouse Effect and Global Warming 2. Desertification 3. Deforestation 4. Loss of Biodiversity 5. Disposal of Wastes. * A good leader especially on the environmental concerns should understanding his or her roles.It calls for the passion to serve as a disaster manager in an organization.As a manager, you should be able to understand the need for disaster management, disaster prevention, disaster resilience and even disaster recovery.Through the knowledge or research, one should be able to understand the need for his or her job description (Davis, 2010). Disaster managers, often called emergency management directors, are responsible for preparing for and responding to disasters. They come up with procedures for natural and man- made disasters with the help of other professionals who are sometimes involved with these events, such as people who work for the government, local police departments or nearby hospitals. Once a plan is made, a disaster manager has to ensure that it meets certain standards. If it does, he or she works with the community and local organizations to make sure that everyone is aware of the plan and can follow it if a disaster occurs. *
- 10. Many organizations are today employing a disaster management team to help during disaster occurrences.Many organizations and institution have adopted the policy of disaster management for the benefit of its employees and the organization at large.Organization are prepared for disaster by having disaster control units, equipment and also trained personnel (Gujral, 2012).Disaster management is a process of early preparation for an occurrence of an anticipated disaster. This is not an entry-level job, so don’t expect to be able to become a disaster manager right out of high school or even college. Most professionals in this line of work have a bachelor’s degree in emergency management, fire science, public administration or business, but individuals with other degrees that are relevant to the job may be considered for emergency management director positions. While you should be able to get involved in emergency management directly after finishing college, you probably won’t be able to become a director until you have at least five years of experience under you belt. * I have diverse knowledge on environmental concerns and in disaster management programs.Through seven years of learning in higher education on the programs I believe that as a future leader I have enough knowledge to put into practice.Learning is a continuous process and I would seek more knowledge on management and working with other in different situations.As a future leader I am motivated by achievement done in the past, present and the anticipated future achievements. Working in the emergency management field requires hard
- 11. work, but it’s a great way to help people who are in tough situations. If you’re okay with working odd hours occasionally, love planning and want a career that enables you to make positive changes, you may want become a disaster manager. * As a disaster manager, I know I lack good planning skills and implementation procedure.I would seek to have planners and implementers hired to teach our team the same skills.I would advocate for diverse skills learning programs to the employees in order to advance my career and equally to the careers of my subordinates.Learning is a continuous process and I would desire to learn more in the field of disaster management. Emergency management directors plan responses to emergencies and disasters to minimize risk to people and property. Their plans must comply with local, state, and federal regulations, as well as established best practices. They usually need to meet with law enforcement officials, local businesses, and residents to solicit recommendations and feedback on draft emergency response plans. They assess available resources and coordinate the sharing of emergency response resources among agencies and organizations such as fire departments, policy departments, and emergency medical services. They may need to request budget increases or additional resources, such as funding from the federal government. They may also direct the planning of evacuation routes. * Engaging in participatory practices that will improve my knowledge on the topic matter.Attending forums on disaster management and development .Learning by doing and having
- 12. frequent practices.Partner with the relevant stakeholders in the same field of knowledge (Gujral, 2012).Obtain and implement a good communication plan. Have an updated disaster recovery plan with very specific instructions. ... Regularly test your disaster recovery plan. ... Include business operations in your disaster recovery plan. ... Check on your people first. ... Have a communications plan. * Employee needs to be motivated now, and then in order for them to perform their duties with passion.Through my knowledge I will empower them by rewarding the hardworking employees.I will aim at advocating for exchange programs that will expose the employees to better skills.Encourage the employees to be competitive in the job market (Gujral, 2012).Ensure that all the employees comply to the code of ethics and standards required. The followers may start associating the success of the organization or group solely with the leader. Consequently, the followers may fail to see themselves as a valuable part of the group or organization. Their role in the success of the group or organization is undermined as the leader is always weighed down with the responsibility of keeping the organization running and also motivating the followers to perform. *
- 13. Having the clear records of employees performance.Rewarding active and hardworking employees.Providing for subsidiary services to the employees for their motivation (Collins, 2014).Paying good wages and salaries.Allowing for participatory leadership forums.Encouraging showcasing of skills and talents.Listening to employees’ concerns. Here are some steps to building that type of commitment and involvement: Identify any problems that might stand in the way. ... Share your vision and the mission of the business. ... Give some power to employees. ... Encourage risk-taking. ... Use reward systems. ... Plan social and athletic activities. * Leaders are valuable to an organization or society because they strive to bring the desired change in their organizations or society. They help realize the change by identifying the unique challenges that their followers face and work together with the followers to achieve the common objective. Leaders are vital for social change and are still needed to effect organizational change in the current society or business world. A great leader posses a clear vision, is courageous, has integrity, honesty, humility and clear focus. Great leaders help people reach their goals, are not afraid to hire people that might be better than them and take pride in the accomplishments of those they help along the way. *
- 14. Collins, J. (2014). Leadership qualities: Qualities of a good leader. Leipzig: Amazon. Sutcliffe, J. (2013). The 8 qualities of successful school leaders: The desert island school challenge. London : Bloomsbury Davis, R. A. (2010). The intangibles of leadership: The 10 qualities of superior executive performance. Mississauga: Jossey-Bass. Gujral, G. S. (2012). Leadership Qualities for Effective Leaders. New Delhi: Vij Books India Private Limited. *