Ethics 228 NamePlato and Aristotle Paper 10/8/18Plato and Aristotle PaperDue Monday October 8 at 5 pm (D2L, .doc, .pdf)Write a paper on one of the following prompts:1. Poetry in Plato and

Original Question:

For this week's Forum, respond to the following:

1: What are some of the common organizational barriers to the communications process? Who is responsible for removing these barriers? Why so?

2: The ability to strike is the most powerful tool employees have. Why has this tool been stripped from law enforcement officers? If the ability to strike is not to be granted to law enforcement officers, how tools should officers have to resolve seemingly impassable differences?

Reply to the following response with *** 200 words minimum including citation(s) and at least one reference in APA format ***. (please make response as if having a conversation, respond directly to some of the statements in below post. This is not providing an analysis of the original post. Respectfully address it and even ask clarifying or additional questions.)

** These responses are to be informative and contribute to advancing the knowledge of the topic **.

There are a few different types of barriers when it comes to effective communication in a common work environment. I will discuss three for today’s posting the types are perceptual barriers, emotional barriers, and language barriers. I will discuss the differences in the three for you and elaborate on each as well. Perceptual barriers mean that the main barrier can be a difference in opinion between people and create a varied perception in work environment’s (DHS). These are a few examples the amount of barriers can go on and on this is just to name a few.

Emotional barriers are fear and lack of trust in a communication and this can cause ineffective communication among coworkers. In law enforcement this is an important barrier to have within your unit and personnel. Communication is a key to conflict resolution and avoidance.

A language barrier which is described as what we would want to say but we need to be able to speak the same language to communicate effectively. This is something that can be often discriminative in some areas people sometimes feel that English is the only language that should be spoken in the work place. This often alienates other who is able to speak a different language.

Cultural barriers are when we belong to a different religious group or are from different countries. The responsibility to overcome these particular three barriers is on the shoulders of management. Managers and supervisors must ensure that emotional, language, and cultural barriers are respected and observed by all. Also guidelines must be posted and taught by the managers to employees and their subordinates. This can be done with training classes or even bulletin boards. The barriers must also come with consequences if they are not honored or if a violation occurs.

In response to police officers going on strike the law prohibits it as the same with the military in going on strike this act would cause disorder and chaos. Legally its unlawful for officers to go on strike it’s against public safety anytime or anywhere (Roufa, 2015) . Often police officers are upset about a variety of issues such as low wages and lack of promotional opportunities. Their voices are often unheard and their commitment to duty calls to staying committed to the oath for which they sworn of protecting and serving their community.

A recent example of police officers being fed up is: Since the vigilante style execution of police has stopped enforcing the law since strike was not an option. 22 people were arrested for jumping a subway terminal compared to 1400 a year ago (Https://www.facebook.com/crampell, 2015). This is aligning that police officers have the power to legally take matters into their own hands if they are provoked. These are tools that police officers have at their disposal if needed. It may be unorthodox and unethical but it is a tool. If police officers did go on strike the catastrophic effects would be chaos, disarray, and even more crime than we ever imagined.

References:

(DHS)

Retrieved from https://preview.dhs.gov/sites/default/files/publications/FY14-18%20Strategic%20Plan_0_0.PDF

(Roufa, 2015)

Why Chicago's Police Force Can't Go On Strike. (2016, May 3). Retrieved from http://chicagoist.com/2016/05/03/could_chicago_police_go_on_strike.php

(Https://www.facebook.com/crampell, 2015)

Https://www.fa

References:

(DHS)

Retrieved from https://preview.dhs.gov/sites/default/files/publications/FY14-18%20Strategic%20Plan_0_0.PDF

(Roufa, 2015)

Why Chicago's Police Force Can't Go On Strike. (2016, May 3). Retrieved from http://chicagoist.com/2016/05/03/could_chicago_police_go_on_strike.php

(Https://www.facebook.com/crampell, 2015)

Https://www.facebook.com/crampell. (2015, January 8). NYPD should go ahead and strike. Retrieved from https://www.washingtonpost.com/opinions/catherine-rampell-nypd-should-go-ahead-and-strike/2015/01/08/267efe6a-9779-11e4-8005-1924ede3e54a_story.html?noredirect=on

cebook.com/crampell. (2015, January 8). NYPD should go ahead and strike. Retrieved from https://www.washingtonpost.com/opinions/catherine-rampell-nypd-should-go-ahead-and-strike/2015/01/08/267efe6a-9779-11e4-8005-1924ede3e54a_story.html?noredirect=on

Question 1

The flow of information is key within an organization. Every organization has a hierarchy where the one who makes the big decisions for the company will most likely be at the top and those at the bottom rarely communicate anything upward. However, this has been taken to the extreme in many companies. The executives at the top rarely understand the inner workings of their own company and the people who work at the bottom of the corporate chain does not understand the entirety of the company.

Calabrese referenced to Krone, Jablin, and Putnam’s four approaches to communication namely: Mechanical, Psychological, Interpretative-Symbolic, and Systemic Interaction (Calabrese, 2004, p. 48). The mechanical approach talks about how a message is given, or encoded, and received, or decoded. This negates all intentions and the message is neutral. The psychological approach is where the implications come in. However, what is inside the sender’s mind may not necessarily translate into the receiver’s mind. When this happens, further explanation is needed to get them both on the same wavelength. It is where the receiver filters the message and interprets it into his own reasoning (Calabrese, 2004, p.48). Filtering is where someone withholds information to get a reaction out of someone else (“12.4 Communication Barriers,” 2015). Interpretative-Symbolic is a message where the intention is for a consensus on the meaning of the message from the company. The systematic interaction is where the whole message has been given in its entirety before it is to be understood where the behaviors are repeated and do not look for the cause and effect (Calabrese, 2004, p. 49).

Many times, it is the perception of a message that may or may not be correct. People think of a message in terms of their own experiences and wants and not necessarily what the actual message is. For example, if the message is assumed to be one way but it was intended to mean in a different way, this would be considered as selective perception, which is where the message is perceived to suit our own needs (“12.4 Communication Barriers,” 2015). Perhaps the message is not understood fully, and they think it is something completely different. This is where people could start to get agitated because they think that the receiver was not paying attention. Clarification is needed to make sure that the message was received correctly. Active listening is needed when communicating so that all the information can be assimilated correctly.

When there are too many things going on at the same time and too much information bombarding someone, this can become a burden. This is especially when the information age started with computers in almost every home in the country. Many people can handle multi-tasking, but some people find that hard to achieve and must take the information one at a time.

Emotional barriers seem to be one of the hardest to overcome. There have been times when too many personal issues were taking place of accomplishing work and it never got done or only got partially done. If someone is upset about something, or perhaps upset with someone in the office, it is hard to listen to that person and do what they ask. If the message sender is upset, it would be difficult for them to express the message in completely.

Language barriers and semantic barriers are frustrating when perhaps a police chief conveys a message using the police department “lingo,” but a rookie does not know the lingo. The message needs to be explained again in normal language which makes double work. If someone has a hard time speaking English and they are in an American police station, that would be considered a major barrier. They may be able to speak the language of the community, but English is required in that police department.

As far as removing the barriers, I think it takes both the giver and the receiver of the information to remove whatever barriers there are in the communication. Supervisors and chiefs need to make sure that they are speaking clearly and are open to feedback when the information is not understood. The subordinates and officers need to put all distractions aside and listen intently on what is being said. And vice versa, if the subordinates are trying to speak with their supervisors, the supervisors needs to listen intently even if they think they are right.

References

12.4 Communication Barriers. (2015). In Principles of Management (01 ed.). University of Minnesota Libraries Publishing. https://doi.org/10.24926/8668.1801

Calabrese, A. (2004). The evaluation of quality of organizational communications: a quantitative model. Knowledge and Process Management, 11(1), 47–67. https://doi.org/10.1002/kpm.188

Question 2

The Wagner Act of 1935 allowed workers to organize, join labor unions, bargain collectively, and strike. The Taft-Hartley Act of 1947 changed the Wagner Act somewhat, in that it gave workers the choice to join labor unions or not. It also talked about how there would be injunctions against labor disputes that would impair the health and safety of the community (“Taft-Hartley Act Overview,” n.d.). This would include police departments as they are there for the protection and safety of the community. It would be the same for hospitals. In New York, the Taylor Law makes it so anyone who instigates and encourages a strike can be charged with a crime (Engber, 2005).

Most of the States allow the police to bargain collectively, except for Georgia, North Carolina, South Carolina, Tennessee, and Virginia and in 4 other states where there is no statute (Sanes & Schmitt, 2014, p. 5). In these same five states listed above, it is illegal to collectively wage negotiate when it comes to police(Sanes & Schmitt, 2014, p. 7). However, when it comes to strikes, it is illegal in 41 states and in Washington, D.C. Striking is legal in Hawaii and Ohio while there is no statute for it in 6 states (Sanes & Schmitt, 2014, p. 8).

Collective bargaining and striking are illegal in my home state of North Carolina and are based upon the statute of N.C. Gen. Stat. Ann. § 95-98 (Vaughan, 2018). This applies to police and firefighters. However, there is still the Fraternal Order of Police that can vouch for the officers if they choose to be a member of it(Hagler, n.d.). It seems to be a union without being able to provide protection over employment issues and is based outside of the usual labor constructs.

The “Bird Flu” is also common where several officers decide to be sick for a few days and then come back to work (Rampell, 2015). It is not an official strike nor is it officially collective in nature, but for sure they do it together. There are some that come into work while being sick which would make them not do their jobs as efficiently as before. They would essentially give up on enforcing the law and only arresting a fraction of the people that they had a year before.

There are not many choices when it comes public servants being able to force their employer’s hand when it comes to employment issues. Normally, that is what the police unions are for, but in the states where collective bargaining is illegal, the unions try to put pressure on the police departments anyway that they can.

References

Engber, D. (2005, December 20). When Did Strikes Become Illegal? Slate. Retrieved from http://www.slate.com/articles/news_and_politics/explainer/2005/12/when_did_strikes_become_illegal.html

Hagler, R. (n.d.). About Us | North Carolina Fraternal Order of Police. Retrieved from http://ncfop.org/about-us/

Rampell, C. (2015, January 8). NYPD should go ahead and strike. Retrieved from https://www.washingtonpost.com/opinions/catherine-rampell-nypd-should-go-ahead-and-strike/2015/01/08/267efe6a-9779-11e4-8005-1924ede3e54a_story.html

Sanes, M., & Schmitt, J. (2014). Regulation of Public Sector Collective Bargaining in the States | Reports | CEPR (pp. 1–68). Washington, D.C.: Center for Economic and Policy Research. Retrieved from http://cepr.net/documents/state-public-cb-2014-03.pdf

Taft-Hartley Act Overview. (n.d.). Retrieved from https://employment.findlaw.com/wages-and-benefits/taft-hartley-act-overview.html

Vaughan, D. B. (2018, March 22). Durham City Council wants to overturn N.C. ban on collective bargaining. Retrieved from https://www.heraldsun.com/news/local/counties/durham-county/article206357759.html

** Please don’t just rephrase their info, but respond to it. Remember to answer question at the end if there is one. **