Positive Contributions by Veterans in the Construction Sector Essay

Total Length: 4743 words ( 16 double-spaced pages)

Total Sources: 14

Page 1 of 16

Statement of the Problem

The integration of veterans into different business sectors is not a novel idea. Numerous sectors and organizations have been dedicated to facilitating employment of veterans. In the construction sector, different institutions such as Veterans Build America and Hire Our Heroes have made significant strides towards this endeavor. Nonetheless, regardless of the presence of such institutions and assimilation programs for coupling veterans with jobs in the construction sector, measuring their effectiveness continues to be a significant challenge, largely owing to the lack of extensive research in the area. Furthermore, a lot of these programs have faced major difficulties such as lack of funding, which undercut their efficacy. Consequently, it is not guaranteed whether they have a positive contribution to the development of the labor force in the construction sector. 

Research Questions

1. What capabilities and talents can veterans bring to the construction sector?

2. What is the effect of employing veterans in the construction sector?

3. What are the problems do firms in the sector experience in employing veterans, and what are the consequences?

4. What attempts have been made by the government administration, education establishments and construction companies to facilitate employment of veterans?

Interview Questions for Participant 1: Construction Company Official

1. Does your organization actively endeavor to employ veterans?

2. Does the organization have a program exclusively intended for employing veterans?

3. What is the major input made by veterans to the organization?

4. Are there perceptible dissimilarities between non-veterans and veterans in regard to workplace attitudes, for instance, leadership, teamwork and work ethic?

5. Have you faced any difficulties in employing or obtaining veterans?

6. Are there any ways of facilitating ease in employing veterans?

Interview Questions for Participant 2: Construction Educational and Training Establishment Official

1. How did your establishment begin offering education as well as training to veterans?

2. What are the aims of the training program?

3. Do you consider veterans as an appropriate match for jobs in the construction sector? Why?

4. What are the means in which you assist veterans attain jobs in the construction sector?

5. What are the difficulties experienced in offering such training and education? 

6. How can these difficulties be addressed and the affiliation with veterans be improved?

Interview Questions for Participant 3, 4 and 5: Veterans Employed in the Construction Sector

1. Why did you opt to pursue employment opportunities in the construction sector?

2. How were you employed? Did you have some sort of connections with the employer or was it through training programs?

3. Have you been given any educational or training opportunities after being employed? Would you like such opportunities?

4. Have you considered being hired in other sectors?

5. Would you suggest the construction sector as a source of employment to other veterans?

Qualitative Analysis

The first step of data analysis included transcribing the recorded responses (Auerbach and Silverstein, 2003). These are more often than not transcribed into forms that are written for more improved study. In accordance to Grbich (2012), transcribing seems to be a direct technical endeavor, but in actual fact comprises of judgments regarding what extent and magnitude of detail to select, data interpretation and data representation. Following transcription, a thorough content analysis was undertaken to identity meaningful themes in the transcribed data (Kothari, 2004; Walliman, 2011). The identified themes were then reported using rich, qualitative descriptions. The recorded interview responses were transcribed and read several times to identity themes. The themes are reported and discussed in the succeeding sections of this chapter.

Data Analysis

1. Beneficial Talents and Capabilities of Veterans in the Construction Sector

Participant 1 stated that the company did in fact actively pursue to employ veterans and has managed to employ more than 20 veterans in the past two years or so. Furthermore, the respondent pointed out that the company endeavors to employ more of them in the forthcoming periods. As an official in the organization, the respondent was perfectly positioned to explain why veterans are exceptionally appropriate for construction jobs. One of capabilities the respondent made reference to was work ethic:

You know, all veterans aren't created equal. Some have the right skill set, and I'd say the mindset. It's really a matter of character and not of anything else.

That's kind of my whole modus operandi so to speak is, do the right thing, do it all the time, do it in budget, do it on time, and people pay you.

The respondent also points out that some of the determining factors that distinguish veterans and non-veterans comprise of determination, hard work, exemplary self-restraint and ambition.

Stuck Writing Your "Positive Contributions by Veterans in the Construction Sector Essay" ?

The respondent elucidated that these veterans are trained to get the task done in the right manner irrespective of the circumstances:

In the military it's like, okay, we're going to do this until we get it done, and we're going to get it done right. Your subordinates may hate it, but they know they're going to have to stay there and get it done and get it done right.    

I had some experience with hiring a veteran in my previous career that I immediately saw the benefit: the disciple, the organization, the drive and motivation. I recognized that skill set and those attributes being very affective and translatable to a project manager, to a construction supervisor, a foreman, which is a lot of what the vets that I've worked with, they have experience with. 

In accordance to participant 1, a strong ethics is one of the elements that distinguish veterans in the market. Fundamentally, work ethic alludes to a work attitude and point of view signified by hard work, commitment, dependability, positivity and meticulousness. The significance of work ethic within the work environment cannot be stressed enough. A pointed out by Respondent 1, obtaining work candidates and employees with a strong work ethic is becoming progressively more challenging. This is not a worry for the organization but also for numerous other employers in the market. The entry of millennials in the labor force is becoming a mounting challenge for numerous employers owing to the lack of work ethic amidst a substantial share of young employees.

An additional capability pointed out is teamwork and leadership skills. When questioned why veterans are treasured in the construction sector, the respondents delineated the veterans as being exceptional team players:

I have seen first-hand their level of team work and collaboration and also fine displays of leadership. Their ability to gel into the teams assigned to and also step up and lead during difficult periods makes then invaluable.

Veterans bring to the place of work not only a strong work ethic, but also exceptional teamwork skills. Teamwork in the military environment plays a fundamental role. Regardless of whether is in the combat zone or in the course of humanitarian support, troops are trained to work as a team. Notably, in the military, teamwork is significant for getting things done and accomplishing a mission. The teamwork skills personified by veterans are what every practical employer longs for. 

In accordance to research undertaken by Schindler (2016), veterans have a commendable work ethic. They are beneficial to companies owing to the reason that they bring a distinctive set of skills and capabilities that can be uncommon amidst non-combatants. Taking into consideration that the labor force is progressively more comprising of millennials, attaining a strong work ethic can be a major challenge owing to the reason that they have minimal or a complete lack of organization and diligence. It is imperative to note that a majority of the veterans possess the work ethic that is craved for by companies and employers. As a result, numerous companies perceive veterans as being significant for augmenting dedication and loyalty to the company (Chester, 2012).

2. Educational and Training Establishment Initiatives

Establishments that offer higher learning and training play a fundamental role in the assimilation of veterans into non-combatant employment. Respondent 2 that was interviewed in this analysis is an official from an establishment that partakes in the preparation of veterans for private citizen employment and careers. To begin with, he points out the following:

Our main strategy or approach encompasses vouching for applications to vocation. Subsequent to getting applications from veterans, we provide support and backing and also assist them with career positioning. This aids in building a network for veterans for work development, mentoring, networking and other aspects. 

A fundamental component of the program is that the establishment begins preparing the veterans while they continue to provide service to the military. These individuals are beseeched to join the programs while almost retiring in order to obtain the necessitated skills and capabilities prior to leaving. The role played by the establishment takes into account aiding the veterans in selecting the most….....

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References

Auerbach, C., & Silverstein, L. B. (2003). Qualitative data: An introduction to coding and analysis. NYU press.

Azhar, S., Noel, W., Nadeem, A. and Akhanova, G., 2014. Veteran workforce development:     How veterans can make a positive impact on workforce development in the     construction industry.

Bateman, T., Snell, S. and Konopaske, R., 2016. Management: leading and collaborating in     a competitive world. 12th ed. New York: McGraw-Hill Education. 

Batka, C., & Hall, K. C. (2013). What’s Good for Business and for Veterans. Rand Organization. 

Chester, E., 2012. Reviving work ethic: A leader’s guide to ending entitlement and restoring     pride in the emerging workforce. U.S.: Green Leaf Book Group. 

Chrisinger, C. (2017). Veterans in Workforce Development: Participation and Labor Market Outcomes. SSRN. 

Eddleman, M., 2015. DMC training veterans for industrial construction in petrochemical     industry as part of Texas Workforce Commission Veteran and Industry Partnership Initiative.

Grbich, C. (2012). Qualitative data analysis: An introduction. Sage.

Hall, K. C., Harrell, M. C., Bicksler, B. A., Fisher, M. P., & Stewart, R. (2014). Veteran employment: Lessons from the 100,000 jobs mission. Rand Corporation.

Harrell, M. and Berglass, N., 2012. Employing America’s veterans: Perspectives from     businesses.

Hordern, J., 2013. Skills governance and the workforce development program. Journal of     Higher Education Policy and Management, vol. 35, no. 1, 54-65. performance. Graduate Theses and Dissertations, Paper 12265.

Schindler, M. (2016). U.S. veterans in the workforce: Why the 7 percent are America’s     greatest assets. Boise, Idaho: Elevate.

Vithal, R., & Jansen, J. (2012). Designing your first research proposal: a manual for researchers in education and the social sciences. Juta and Company Ltd.

Walliman, N. (2011). Your research project: Designing and planning your work. Sage Publications.

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