Louise Erdrich, The Round House book

For this week’s Discussion Board please choose ONE of the following options and write a three paragraph response making sure to refer to the text. Please also write a short (one paragraph) response to one other student. In every case, be sure to demonstrate that you have done the assigned reading.

• What is the significance of the Round House? What is the importance of the Obijwe legends that are scattered throughout the novel? How do they reflect and deepen the main story? What can we learn from the old ways of people like the Ojibwe? Is Joe proud of his heritage? Discuss the connection between the natural and animal world and the tribe’s spirituality.
• After the attack, Joe’s mother, Geraldine, isn’t sure exactly where it happened, whether it was technically on Reservation land or not. How does the legal relationship between the U.S. and the Ojibwe complicate the investigation? Why can’t she lie to make it easier?
• Secondary characters, including Mooshum, Linda Wishkob, Sonja, Whitey, Clemence, and Father Travis, play indelible roles in the central story. Talk about their interactions with Joe and his friends and parents. What do their stories tell about the wider world of the reservation and about relations between white and Native Americans?
• Joe’s whole family is rocked by the attack on his mother. How does it affect the relationship between his mother and father, and between him and his mother? Does it alter Joe’s view of them? Can trauma force a child to grow up “overnight”? What impact does it have on Joe? How does it transform his family?
• “My mother’s job was to know everybody’s secrets,” Joe tells us. How does this knowledge empower Geraldine and how does it make her life more difficult?

Final Project

Suburban Homes realized that its ambitious plan of expanding its business to several Southern States in the United States is possible if it is known for its high-quality homes that meet local, state, and federal standards as well as exceed industrial standards for quality.

Even though Suburban Homes did not place a strong emphasis on quality but focused on meeting industrial standards, the company has realized that it must exceed all the quality standards to expand its business successfully. Although Adam Smith worked for several years in the construction industry, he is not specifically trained in quality management and he is not well versed with quality management tools and techniques. He is actively seeking help internally and externally.

In the previous chapters, you have learned about scope plans (WBS), schedule networks, cost estimations along RBS, and risk assessments for the project described. Now, the quality management plan needs to be added to make the project plan comprehensive project.

Adam’s primary task is to develop a quality management plan. Further, he realized that employee turnover and the expansion of the business in the southern states has led to Suburban Homes developing a centralized quality management team. You are hired as a consultant to develop a comprehensive quality management plan.

For your assignment:

Assess quality expectations of a typical home buyer who is the primary stakeholder and other key stakeholders to develop a plan for stakeholder satisfaction.

Identify relevant standards of quality.

Develop quality measures for monitoring project performance.

Develop a quality management plan as described in this chapter.

Perform a qualitative assessment to prioritize risks.

Develop a quality policy.

Develop a process improvement plan.

Define a quality assurance approach.

Be sure to thoroughly address each question – 2000 WORDS MINIMUM

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RUBRIC:

I need you add a comment for that post to support my friend’s idea and add something new.

the post is :

The key strengths

1. Employee motivation. Additionally, through employee motivation through bonuses and commissions, the quality of services provided during emergencies and disaster management.
2. Inversion of Expertise: In emergency management, teams often consist of experienced professionals from multiple disciplines. Leaders of these multidisciplinary teams may not possess all of the technical knowledge. These leaders must be able to maintain credibility and transparency in spite of knowledge gaps. General Stanley McChrystal(2011) suggests “reverse mentoring” as a way to maintain credibility. The leaders’ willingness to learn from team members shows humility and helps build trust.
3. Shared purpose. General McChrystal emphasizes that shared purpose and shared consciousness are essential to operate a team. While McChrystal was referencing team building in a transgenerational environment, the same concept can be applied in a multidisciplinary and multi-departmental environment. While the Rangers share several values, such as not leaving a fellow ranger behind, professionals within an emergency management team do not go through the same indoctrination process as Rangers do. Therefore, it is important for leaders to identify and communicate shared purposes of a team. In the field of emergency management, the desire to help the public is perhaps the most commonly shared value; and leaders should communicate and emphasize that shared value to bring together members from different backgrounds.

The opportunities

1. The market perspective. which will enable the hospitals to ensure that all the patients’ needs are taken care of. Putting the needs of patients above all other needs. During an emergency, every eventuality should be considered, including matters like insurance so that the doctors and nurses working have the correct answer for such questions. Market perspective helps the hospital streamline services to the patients’ liking.
2. Organizational culture. The adoption of the correct organizational culture will help the whole organization work efficiently to achieve both organizational goals and satisfy its customers.
3. Remote communication. McChrystal shares his military leadership experience in the 21st century, where he led teams into battles thousands of miles away via electronic communication. While that experience may not be useful to many in 2011, it certainly resonates with many professionals across many industries, including emergency management, during the COVID-19 pandemic. For example, EOCs are no longer physically staffed with all the personnel like in the past. Instead, electronic communication became the primary mode of team collaboration since the pandemic. While the pandemic may be over at some point in the future, the pandemic has accelerated the adoption of technology of remote teamwork and this trend is likely to stay long after the pandemic. Leaders must adapt to this new team environment where in person interactions become less frequent. How to appear to be credible on camera and how to speak confidently at video conferences will be new skill sets in the post-pandemic world.

McChrystal, S. (2011, March). Stanley McChrystal: Listen, learn…then lead [Video file]. https://www.ted.com/talks/stanley_mcchrystal_liste…

DQ1-Describe two different conflict situations that you are familiar with or have experienced.

The first conflict situation that I have experienced is a personality-based conflict. We are not always going to like everyone we meet or work with but at the end of the day a job is a job and that is what we are here to do, we are here to work. Regardless if we like someone or not, we all have a job to do. I currently work in a place where it is very clicky and groups do not like other groups and if you are friends or talk to one person others will dislike you. I experienced this within the first 2 months of working in my current position. Because of the people I made friends with and decided to hang out with outside of work the other group I used to talk to all started to ignore me and pay no attention to me. It is like I have said before you may not like the people you work with but to create a hostile work environment is not fun or helpful in any way shape or form.

A second conflict I am familiar with is discrimination. While I have not seen it happen I have heard stories of it happening, again, in my current position. I work in a female prison facility and there have been rumors about certain people being sexist and also discriminate against people who have accents. I tend to just let people talk and say what they need to say, because I have not personally heard anything I can’t say that these things have happened to me, but there are multiple stories going around because of these acts. I, myself, have not been discriminated against, that I am aware of.

Explain various conflict-management techniques that are used by police managers to manage conflict.

There are many techniques that police managers can use to manage conflict. One technique that I feel would be very useful would be problem-solving. Management that have great problem-solving skills, I feel, can solve many problems that come their way. Regardless of the situation, as long as they can stay calm and collected and solve the issues; that is a great technique to have and to learn. A second technique to manage conflict that I believe is beneficial is listening. When a group of employees or just 2 people are arguing and they cannot see either side of the situation because they are in a heated argument, as a leader listening to both sides I would be able to pull the important information coming from both sides or as a group. I would be able to explain what each is saying and what they need to listen to because sometimes when there is a problem and people are just yelling over one another they don’t tend to listen to the complaints or arguments or anything.

DQ2- Functional conflict is a healthy, valuable difference between gatherings or people, while dysfunctional conflict is an unfortunate contradiction that happens between gatherings or people. Both functional and dysfunctional conflict can happen in any work environment. Managing it in a healthy, compassionate, and ideal way is basic to keep up and improve the profitability and proficiency of any association.

Functional conflict is in accordance with the objectives and policies of the company or organization. It increases productivity and inspires representatives to locate an imaginative answer for the current issues. Dysfunctional conflict can emerge from individual contrasts and non-business related issues, for example, various belief frameworks. While the issues are not identified with the current work (side conversation), these conversations can meddle with peoples’ capacity to zero in on their assignments at hand and cause disruption in an organization. A great example that I was taught is that religion and politics shouldn’t be discussed in a work environment or a bar.

Conflict creates new thinking. Despite the fact that it is frequently accepted that individuals maintain a strategic distance from the conflict, numerous individuals really appreciate it in a specific way since it tends to stimulate thinking. Thinking about an alternate perspective – which in specific cases represent struggle – can open up additional opportunities and help to create new thoughts that may some way or another have not been thought of.

reference:

Diaries, H. (2020, September 15). How To Deal With Functional And Dysfunctional Conflict. Retrieved November 25, 2020, from https://harappa.education/harappa-diaries/function…

DQ3-Working for an agency or institution may at times bring strife automatically due to the differences with personalities and attitudes. Police departments will at times run into dysfunctional conflict. In part, some officer will have ethical obligations to do their job in an ethical manner, while some will be corrupt and unethical. These actions may bring dysfunctional conflict between supervisors and employees.

However, supervisors must bring balance by deploying disciplinary actions when needed. Functional conflict is when employees are communicating effectively and efficiently in the effort to achieve a goal. A functional environment allows other persons to speak their mind without being interrupted. People engaging in a functional conflict know that the other party is a part of the group. It involves listening to what other has to say (Benziman, 2014).

Benziman, Y. (2014). Ethos of conflict, culture of conflict, and films about conflicts: The gap between theory and fictional reality. Peace and Conflict: Journal of Peace Psychology, 20(3), 300–312. https://doi-org.lopes.idm.oclc.org/10.1037/pac0000…

Respond to these 3 discussion answers, each response should be 150+ words (around 500 words total assignment). APA style, citing and reference for each response is needed.