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Reflection paper

Reflectionpaper

Reflectionpaper

Overviewof internship- search/application process and company

Formy senior internship course, I decided to work with the Navy reservesreadiness unit where I normally work. I chose this unit for myinternship due to its unique expertise and followed the applicationdue process. I was confident that this unit would serve me with theesteemed job expertise at the top of my internship position. I placedmy application letter, resume with the unit, and later replied with acall of interviews, which I was successful. This unit is comprised ofmajorly military staff and DOD personnel. The fundamental mission ofthis unit is offering adequate training to military reservists andtop ensure that they are combat ready. At the top of theorganizational structure, we have the Commanding Officer (C.O). Thisis the overall unit boss issuing all necessary commands over alljunior staff and the final word lies with him. Second in the chain ofcommand is the Command Chief who serves as the senior and top advisorto the Commanding Officer. He serves as the intermediary between theC.O. and the lower level employees managing the finer details of theentire facility. After the Command Chief, the structure has sevenseparate units at the bottom, which are distinct in the role theyplay.

Identificationand analysis of learning goals/objectives

Throughoutmy internship, my basic learning goals or objectives includedestablishing and defining of the organizational structure, secondly,understanding and establishing the prevailing workplace culture inthe unit. Another key objective was enhancing my professional networkscope. Again, I was also set to establish the dynamics of keepingupdated financial records of an organization. Lastly, the other keylearning goal was to establish the dynamics of becoming a trustedgovernment credit card holder for the purpose of state purchases andcontracts.

Identificationand analysis of hard and soft skills

Theinternship exposed me to many crucial skills both hard and soft. Therange of the soft skills I earned from the internship include: first,the internship improved my overall ability to learn. Understandingthe new concepts in my internship role was accelerated by my opennessto learn and understand new knowledge. My immediate supervisor’sinstruction has also been instrumental in making me a good student.Another soft skill learned improved written and spoken communicationskills. Since my job was overly distant learning, my writtencommunication had to improve in order to convey messages intendedthrough E-mail. Verbal communication also improved greatlyinteracting with my immediate supervisor and other seniors as well aspeers. Lastly, I have also learned the power of initiative. Since Iwas entitled to accomplish the given assignment then the earlier, Iassumed the initiative to start the better it was for me. On theother side, there were also hands on the job hard skills earned.These included to learning how to handle and keep the unit financialsthrough observing the current industry standards. This is a skilllearned mostly through close supervision in order to deliverexpectation. Another hard skill learned was identification offundamental responsibilities and roles of common individuals taskedwith the Government Purchase Card (GPC). Next, the other crucial hardskill earned is recognition of tenets of limits of office purchases,monthly cardholder settings, and other common rules necessary foraccount suspensions. Lastly, the other hard skill earned wasidentification of the situations, which may lead to accounttermination (Government Purchase Card Responsibilities, 2015).

SWOTAnalysis

Throughmy internship with Navy reserves readiness unit, I managed toestablish the possible strengths and weaknesses, opportunities andthreats. On the side of strengths, I established the following:first, there is greater efficiency.Onceall the support functions are combined, the net effect is improvedefficiency.Secondly,there are better inter-unit relationships. Improved relationships areposted across the service when military and civilian officers workfor a common goal across all the seven departments. Again, there arepossible weaknesses in the unit for example there is apparent lackof needed support from the Commanding Officer. Moreover, there is ofinsufficient instructions from DoD to direct the interconnection ofall the seven department of the training unit. The unavailability ofjoint command instructions coupled with perceived inadequate backingfrom the leaders stands out as a key weakness. On the side ofopportunities, one key fortune that would arise is the great-untappedability to drive substantial savings across the Navy reservesreadiness unit departments. A good example would be streamliningrelated functions and reduction of redundancy. Again, consolidationagenda could also appeal to other unexplored areas such as morelogistics and operational arenas. Lastly, on the side of threats,first, departmental consolidation would imply perceived or actual jobloss for Civilians. Eventually, this is always an unavoidable evilclosely linked with operational efficiency (Wilson, 2013).

Recommendations

Frommy entire internship program, I would propose these recommendations:first, the unit leaders should explore more inter-departmentoperability into operational and strategic plans. Secondly, moretailor made training opportunities should be provided for eitherfresh trainees or refresher modules to the civilians. Next, the unitshould accommodate more interns to go through the same hands ontraining as I did. Lastly, any trainee seeking to be enrolled amongthe government credit card holders for government purchases andcontracts should receive thorough supervision to keen on expenditureof public money (Wilson, 2013).

References

GovernmentPurchase Card Responsibilities. (2015). Retrieved November 23, 2016,fromhttp://www.acq.osd.mil/dpap/pdi/pc/docs/3_GPC_Responsabilities.pdf

Wilson,S. (2013). GS-14, Department of the Army Civilian, Joint Militarybases: Power Projections for the 21s` Century