Gaining Position Power In The Military

Gaining Position Power In The Military
In a military we obtain position power that comes with the rank and the position you are presently serving. The best way to acquire the position
power is by performing your general and specific responsibilities per your rank. For example, in the Air Force if you are a Staff Sergeant your
primary duty is to be the higher skill technician that will be responsible of training and for his subordinates. If your subordinates don't do their training
by the first week of the month than the Staff Sergeant can make them work the weekend to finish their training while working 12 hour shift. The
Technical Sergeants are the technical expertise that will advise the Production super–intendent as well as the expediter when the subordinates cannot
repair the
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Essay on Leadership by Explanation / Example
"In order to be a good leader, there are two things to remember. Lead from the Front and always set the Example. From these two leadership
principles, everything else will fall into place."
These are the words that have ended all of my counseling sheets with since I began writing them as a Corporal and will continue to do as long as I
counsel Marines.
I was brought up in the Marine Corps with this philosophy and have adopted it as my own. Leading from the front is often times one of the leadership
principles that is easier said by some than actually done. Those so called leaders that would tell their Marines to do something that В‘they' would
never really do themselves. Coming in font of your Marines on a Monday morning without a fresh ... Show more content on Helpwriting.net ...
Although the battle may not progress as planned, the mission always remains the same.
As an individual Marine from the rank of Lance Corporal and below, it is ultimately your responsibility to take care of yourself. At the rank of
Corporal and Sergeant you become more of a controller. For example, a fire team or squad leader. Staff Sergeants of Marines, as I have come to realize
are more like administrators at the platoon level. And by administrator I mean several different things. From teaching a young Lieutenant and
mentoring the upcoming Non–commissioned officers to holding Marines to all standards and being able to follow through with the paper work. The
Gunnery Sergeant and Master Sergeant billet is where you learn the logistics of the organization. And the First Sergeants responsibility is to the entire
unit. From assisting the Commanding Officer to watching out for and listening to the enlisted men of the company. Broken down into a sort of family
tree, it would look something like this. The Sergeants Major and Master Gunnery Sergeants resemble the grandparents, the all knowing and all seeing.
The First Sergeants are the parents or the preserver of the families. Staff Sergeants through Master Sergeants are the older siblings, the ones that have
been there and done it all. The disciplinarians of

I Am Considered For An Assignment As Sergeant First Class...
Statement of Qualifications: To be considered for an assignment as Sergeant First Class as the Troop B M.A.P.P.S. Coordinator. I believe that my
background within the Field Operations Section is both unique and extensive. During my 18 years within the Field Operations Section, I have
been fortunate enough to be selected to the Tactical Patrol Unit, Newark Initiative and Metro North. I found each of these assignments to be
rewarding as well as invaluable to my development as a leader. The vast experiences that I have gained in these assignments have also prepared me
for the next level of supervision. I believe that my experience as a detective also provides me with additional insight and experience related to
investigations which distinguish me from my contemporaries. I was assigned for two and a half years to Metro North, initially on the operations side
before being selected to the investigations side as a detective. This experience was invaluable because the environment at this assignment is unlike
any place else in the Division. This assignment provided me with the experience of working with outside agencies, both Local, State and Federal.
After spending two and a half years at Metro North, I returned to Netcong Station as a Senior Man and was promoted to Patrol Sergeant in 2009.
As a Patrol Sergeant, I was responsible for the direct supervision of Squad Members at all critical incidents occurring during our patrol shift. I have
been designated the Incident Commander at

What It Takes to Be First Sergeant
As a Sergeant First Class (SFC) there are certain amount of skills, knowledge, and leadership abilities my command, peers, and subordinates
expect of me. One of the knowledge I feel I should know as a SFC is what it takes to become a First Sergeant (1SG). I will outline the eligibilities,
criteria, and trainings required of a 1SG through different sources. Based on that information, I will give you my opinion of what I feel I should
know before becoming a 1SG. The most highly qualified and motivated senior Soldiers fill the 1SG positions. These assignments are career
enhancing and serve as professional development for Soldiers in a Career Management Field (CMF) where 1SG opportunities are available. To be
eligible to become a 1SG, Soldiers must be in the grade of SFC through MSG and will be selected based on outstanding qualities of leadership,
dedication to duty, integrity and moral character, professionalism, military occupational specialty proficiency, appearance and military bearing, and
physical fitness. 1SG positions have many criteria and all requisition authorities in the Continental United States (CONUS) or Outside Continental
United States (OCONUS) are required to identify 1SG positions with the appropriate special qualification identifier (SQI) of "M." The "M" identifier
award is base on the criteria in DA Pam 611–21. Which identifies the 1SG will assist the commander in planning, coordinating, and supervising all
activities that supports the unit's mission. The

Character And Leadership Why Smsgt Clough Is A Legacy Leader
Throughout my ten years in the military, there have been several people who have influenced me or have shaped my career in some way. One
Non–Commissioned Officer (NCO) in particular, was Senior Master Sergeant (SMSgt) Timothy Clough. I originally met SMSgt Clough in 2013 when
I was a Staff Sergeant (SSG) and he was a Master Sergeant (MSgt). SMSgt Clough arrived at our current unit, Special Operations Command Central
(SOCCENT), and placed as the NCOIC for the Iranian Threat Network (ITN) team. Even though SMSgt Clough is in the Airforce, his mentorship and
guidance will have far reaching impact on my career. The purpose of this paper is to explain through his actions, character and leadership why SMSgt
Clough is a Legacy Leader.
According to Army Doctrine Publication (ADRP) 6–22, "Leadership is the process of influencing people by providing purpose, direction, and
motivation to accomplish the mission and improve the organization". Being a senior NCO serving in multiple joint assignments, SMSgt Clough has
contributed to the Army, the NCO Corps, the community and the military as a whole. He has a strong moral and ethical character who does what is
right regardless of the situation or consequences. His presence is second to none. He inspires those around him and projects strong leadership qualities
that gains the trust of his subordinates in everything he does. He has sound judgement and is effectively able to find solutions to difficult or complex
problems.
SMSgt Clough has

The Cavalry Of The Infantry Company
THE INFANTRY1
2
2
THE INFANTRY
The Infantry Company
SFC Larson, Zachary
University of Louisville
Dr. Carpenter
May 9th, 2015
The Infantry Company
Let me start by introducing you to what the Infantry is. The Infantry is where younger men go to become professional killers, in order to defend the
constitution of the United States of America. It is the assembly line that takes your everyday kid and turns him into a weapon for the greater good.
An Infantryman is trained to face combat on foot with only his fellow Soldiers and his rifle. He will fight the enemy face to face and is trained to
never except defeat. To call yourself an infantryman you have to be willing to crawl and fight for every inch of land beneath your body. An... Show
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Once that person passes all assigned tasks he will then be awarded the Infantry Blue Cord. The blue cord signifies the bond that all Infantry Soldiers
share and the sacrifices that will be expected of him.
After the training is complete, that Soldier will be shipped to his Unit (company). The company rank structure is as follows: Company Commander in
the rank of a Captain, the Company Commander will have an adviser that is called the Company First Sergeant in the rank of a Master Sergeant (E–8).
Along with the two most ranking persons in the company, they will have an Executive Officer in the rank of First Lieutenant (XO for short). The
three most ranking persons in the company come up with the standard operating procedures and pass out any directions or tasks that need to be
completed. They have a control span of usually three platoons of 40 Soldiers. Sometimes in an Infantry Company, there will be four platoons as
outlined in (Morrow, J. (2007). The Infantry Rifle Platoon and Squad. (FM 3–21.8 (FM7–8)).

The top ranking individuals count on the three Platoon leaders and the three Platoon Sergeants to execute all tasks given. The Platoon Leader is
usually in the rank of Second Lieutenant and the Platoon Sergeant is in the Rank of Sergeant First Class (E–7). Each Platoon has one of each leader.
Furthermore the Platoon has four squads and a Headquarters section. Each

The Importance Of Toxic Leadership
The Corps of the Noncommissioned Officer (NCO) has been around since the formation of the Continental Army in 1775. The basic responsibility of
the NCO was to fill gaps in the lines and keep soldiers quiet on mission while leading (Perkioniemi, 2009). Currently, the responsibilities of the NCO
focus on soldier welfare and accomplishing the mission (NCO Creed). Toxicleadership is a serious concern for the military, and it is undermining the
reputation of the NCO Corps. What is toxic leadership, how can it be addressed, and what will happen to the Corps if it is allowed to continue?
Toxic leadership as defined by Wilson (2014) "is a combination of self–centered attitudes, motivations, and behaviors that have adverse effects on
subordinates, the organization, and mission performance". NCOs, just as civilians, range from poor leaders to excellent leaders; but when does
poor leadership become toxic leadership and what causes this toxic leadership? Not every soldier is born to lead. Some soldiers are bad decision
makers, poor time managers, or just unable to inspire confidence in their fellow soldiers. There is nothing wrong with being a follower if you are a
competent individual who can perform the given tasks. A NCO who cannot step up and lead is not a toxic leader, they are a bad leader. With
education and training NCOs with poor leaderships skills develop into competent leaders.
Toxic leadership is a result of narcissistic leaders, individuals who have an

The Standard Of Quality, Achievement, And Discipline
Standards and Discipline 1SG Alan J. Muilenburg 1standard noun Л€stan
–dЙ™rd : a level of quality, achievement, etc., that is considered acceptable
or desirable 1discipline noun Л€di
–sЙ™–plЙ™n : a way of behaving that shows a willingness to obey rules or orders Looking back to the birth of our
Nation and actions at Valley Forge in 1778, it is readily apparent that our Revolutionary Forces were little more than civilians fighting against a
highly disciplined British Army. General Washington's men had endured many hardships and losses at the hands of the British. General Washington
recognized the need for a more disciplined force in order to defeat the British and enlisted the aid of Baron Friedrich von Steuben. Von Steuben wrote
drill movements and regulations at night and taught them the following day. In writing, he clearly outlined the standards which governed the
movements regarding company drill. In his teaching the very next day, he instilled discipline by training the men to respond without hesitation. The
history of standards and discipline and the relationship with The Army Profession were forever joined in the first Army Field Manual "The
Regulations for the Order and Discipline of the Troops of the United States", which we now refer to as the "Blue Book". As The Army Profession
and the NCO Corps moves toward the year 2020 the importance of standards and discipline will be paramount. The ability of the NCO Corps to
quickly digest new doctrinal manuals and terms and

Case Study: Staff Sergeant Richard M. Green
–Staff Sergeant Richard M. Green distinguished himself through meritorious achievement as the Student Management Chief for Training Company,
making him a mission–critical asset to Marine Corps Security Force Regiment from 1 June 2017 to 25 October 2017. As such, Staff Sergeant Richard
M. Green is recommended the Marine for a Navy and Marine Corps Achievement Medal for his exemplary performance of duties. Staff Sergeant
Green's energetic attentiveness, initiative, and vigor resulted in the reprogramming and administration of testing protocol and computation of Grade
point averages for the Training Company's schools.
–As the Student Management Chief, he exhausted all faculties at his disposal to review all tested curriculum for Basic

Supervisor Of Xyz Air Base Wing Safety Office
I have been newly assigned by the Wing Commander to be the supervisor of XYZ Air Base Wing Safety Office. The base has recently suffered from a
series of off–base traffic accidents involving service members and their dependents, and there was evidence that the Wing Safety Office was not
functioning as a team. The Wing Commander has tasked me with rebuilding the Wing Safety Office as a functioning team and enhance their ability to
perform and succeed. The members of my safety team are First Lieutenant (1st Lt) Kirk Johnson, Master Sergeant (MSgt) John Jones, Staff Sergeant
(SSgt) Yolanda Williamson, and Mr. Clark DeBurgh. I will discuss the application of three of the eight Full RangeLeadership Model (FRLM) behaviors
by Arenas, ... Show more content on Helpwriting.net ...
Additionally, the previous supervisor appeared to lack the appropriate application of Individual Consideration (IC). IC, also a transformational
leadership behavior, is taking the time to truly get to know your people, show genuine interest in their lives, understand their goals and aspirations,
and develop their strengths (Arenas, Connelly, and Williams 27). The previous supervisor loosely knew about his subordinates and his
relationships with them varied from person to person. As supervisor, I will ensure my team knows I care about each of them equally with no
favoritism. I will show interest in their lives and personal goals, seeking to propel them into who they wish to become professionally and
personally. For example, 1st Lt Jones may want to get back in the cockpit, but he also has shown the desire to be challenged. He has a degree in
management and marketing, making him ideally suited to help lead this team toward success and fulfilling our common vision. I would take the time
to mentor him into a future leader and give him several tools to be successful in this shop and as he returns to his flying squadron. Also, for each
member of the safety team, when they come to me about anything they wish to discuss, I will ensure they have 100% of my attention and know I will
to listen to what they have to say. IC is critical

Short Story : My Army Story
My Army Story Where do you see yourself in two weeks, six months, or three years? For me, two years removed from high school I was living in
Korea, where I found myself walking away from a top–3 finish at the All–Army Golf Team qualifier, wondering– what did I do to get me to this point?
It is crazy to believe that not only would I be finishing in the top–3 within my region in a sport I love, in addition to being a US Soldier.
Working long hours as an Assistant Manager at Burger King, while attending college full–time, I realized my life was not a normal life for an
18–year–old student. I did not know anyone that worked 50 hours a week while taking four college classes – I needed change. I knew I could have
played JUCO golf throughout college, attained my degree in golf management, and earned a spot as a golf professional at a golf course, but that
seemed too planned out. I wanted to do something that I could feel proud of, that my children would feel proud of, and my current path was not it.
I walked into my local Army recruiting station in December of 2009 with the intention to qualify and ship to basic training as quickly as possible. I
did not care about the incentives; leaving my hometown was enough of an incentive for me. My only stipulation was not to join as an infantryman,
because I wanted to see how I enjoyed the Army life before I committed to the Queen of Battle. Because of this, I enlisted as a 13F (Fire Support
Specialist) on January 9, 2010, and

The Respect of Soldier's Rank
In the U.S. Military services, rank determines who gets to tell whom what to do. The higher one 's rank the more authority (and responsibility) they
have. U.S. Military personnel fall into one of three categories: (1) enlisted members, (2) warrant officers, and (3) commissioned officers. Warrant
officers outrank all enlisted members, and commissioned officers outrank all warrant officers and enlisted members.
"Rank" and "pay grade" are closely associated terms, but not quite the same. "Pay grade" is an administrative classification, associated with a member
's pay. "Rank" is a title and denotes the member 's level of authority and responsibility. An E
–1 is the lowest enlisted pay grade. That person 's "rank" is
a "Private" in the Army and ... Show more content on Helpwriting.net ...
military for the first time in 1817, when cadets at the U.S. Military Academy at West Point, N.Y., wore them on their sleeves. From West Point,
chevrons spread to the Army and Marine Corps. The difference then was chevrons were worn points down until 1902, when Army and Marine Corps
enlisted personnel switched to the present points up configuration.Navy and Coast Guard petty officers trace their insignia heritage to the British.
Petty officers were assistants to the officers aboard ship. The title wasn 't a permanent rank and the men served at the captain 's pleasure. Petty
officers lost their rank when the crew was paid off at the end of a voyage.In 1841, Navy petty officers received their first rank insignia –– an eagle
perched on an anchor. Ratings –– job skills –– were incorporated into the insignia in 1866. In 1885, the Navy designated three classes of petty officers
–– first, second and third. They added chevrons to designate the new ranks. The rank of chief petty officer was established in 1894.During World War
II, the Army adopted technician grades. Technicians of a given grade earned the same pay and wore the same insignia as equivalent noncommissioned
officers except for a small "T" centered under the chevrons. Technicians, despite the stripes, had no command authority over troops. This evolved into
the specialist ranks, pay grades E–4 to E–7.

Leadership : A Leader From A Great One
Leadership Takes Grit SSG McCool, Tanner K. SSG Rosensteel, Shawn P. 10 June 2016 Leadership Takes Grit "Wars may be fought with weapons,
but they are won by men. It is the spirit of men who follow and of the man who leads that gains the victory." (General George S. Patton) The ethereal
spirit of man that Gen. Patton is speaking of is what some believe separates a passable leader from a great one. The Army attempts to define and
quantify this intangible quality through the use of the Leadership Requirement Model and its attributes and competencies. The portion of the
Leadership Requirement model that best embodies this vague quality, while still falling short, is the Leads portion of the Core Competencies. This
Competency encompasses... Show more content on Helpwriting.net ...
The Staff Sergeant was serving as a squad leader prior to Operation Yukon Recovery, but for this mission he was the platoon leader. The reason for this
is because the Lieutenant being removed from his position and the Sergeant First Class becoming the Company First Sergeant. A soldier in the platoon
had badly sprained his ankle during the operation. Medical evacuation and resupply was near impossible due to the high number of casualties the
Brigade was taking and the number of units that had air assaulted in for the operation. On the first night after the soldier sprained his ankle, while in a
patrol base, the Staff Sergeant went into the soldier's rucksack and took out all the special equipment the soldier was carrying leaving just personal
items, food, and water for the soldier to carry, telling another soldier who saw him, "Nobody finds out about this." The soldier was attempting to push
through the pain and not hold up the patrol, because that was the only option. The Staff Sergeant was consistently checking on the soldier while
motivating him to keep pushing on. On the third day, and fourth attempt for medical evacuation or resupply, again Battalion informed the Staff
Sergeant that there would be no evacuation. The Staff Sergeant demanded to talk to the Battalion Commander, and vigorously explained the dire
situation to the Battalion Commander. After several transmissions, back and forth,

Nco Responsibility and Property Accountability
NCO Responsibility and Property Accountability
With great power comes great responsibility... As a Non Commissioned Officer we have great power, to influence, to mentor, provide motivation,
and we hold others lives in our hands. This power is not to be taken lightly at all. Responsibility is defined as a particular burden of obligation upon
one who is responsible, reliability or dependability. In this paper we will examine the role of the Non Commissioned Officer his/her duties and
responsibilities, the Army Values that help provide a foundation for the Army as a whole, The Non Commissioned Officers Creed which helps provide
guidance and stability for all Non Commissioned Officers, and property accountability which is of great ... Show more content on Helpwriting.net ...
These values may be positive, as cleanliness, freedom, or education, or negative , as cruelty, crime, or blasphemy. So when discussing values you
also enter ethics and morality into the equation. When encompassing a large group of people from different nationalities and ethnic backgrounds
who have to establish a set of rules or values for all to find common ground on. The Army Values does just that. This plays into the role of
responsibility because the acronym LDRSHIP displays just that. We found earlier that to be a leader you have to be responsible they go hand and
hand. So by now you are probably wondering what is LDRSHIP. Leadership is loyalty, duty, respect, self
–less service, honor, integrity, personal
courage. These are the values that help each and every service member cope with the day to day struggles they face and help with their decision
making process. I could define verbatim what these values mean but I would rather tell you what they mean to me. Loyalty is to be true to oneself
and others always, duty is to do what needs to be done, your job. Respect is a two way street, treat others as you would treat yourself. Self–less service
is simply to be able to step out of your comfort zone and do things for others and the Army with out putting yourself first. Honor, well in the spirit of
the 27th Engineer Battalion "Do All Things Well." Integrity, don't

Sleeping During a Class
The Importance of Staying Awake
Sleeping during LTC Kan's class, the mistake I made. Not only was I told by Mr. Macaulay, Staff Sergeant Avalos, Master Sergeant and SSG
Campbell to wake up and take pictures but I failed to help Koo & Park stay awake. It is important to stay awake for many reasons. One being
the fact that the person giving the class deserves your undivided attention. Despite the fact that it was LTC; regardless of rank they should be given
the proper respect and courtesies as an instructor that's giving a class. That is trying to help me professionally to do my job as a paralegal for an
attorney in the future. It boils down to doing the right thing and treat others how you would like to be treated. If I was to be ... Show more content on
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What better way than to lesson early on in my career be aware of my deficiency and correct myself. When I become a NCO and one of my privates
commits the same mistake I will think back to my experience and teach them about why it is important to stay awake and have them learn just as I
am right now. So in essence this will help me become a better leader and have the ability to understand my soldiers and take the appropriate actions
when they do wrong. Being a member of JAG I know that we are held to higher standard than most other MOS's and other Joes. JAG wants the best
out their soldiers in all aspects and all times. From the little things to the big ones. I am truly sorry for what I did and by writing this essay I have
learned new techniques to stay awake. It has also made me take a look inside for intestinal fortitude about doing the right thing when nobody's
watching or when a whole class could be watching. It has made think about occasions where falling asleep could result in much more sever
consequences that I wouldn't want to end up

Management Challenges Of The Military Awards Based On Rank
MANAGEMENT CHALLENGES OF CJTF 2
Military Awards Based on Rank
SGM George K. Ott
United States Army Sergeants Major Academy
Class 42
SGM Keith B. Finkley
30 August 2016
Running Head: Military Awards Based on Rank 1
Military Awards Based on Rank7
Abstract
This paper is about the problems the military is having on the fairness of military awards and the bias towards junior officers and junior soldiers
not getting the higher awards. First, should military awards be based on rank or merit because hard work and merit is the reason for the award?
Even though rank may play a small factor, should military awards be based on rank or merit because hard work and merit is the reason for the award,
rank should not be a factor in the award, ... Show more content on Helpwriting.net ...
As Senior NCO?s we need to come up with ways to help fix the awards process to make it fair and based on merit not rank or position.
According to ?AR 600–8–22 / 25 June 2015 para 3–1 c: The decision to award an individual a decoration and the decision as to which award is
appropriate are both subjective decisions made by the commander having award approval authority. Awards for meritorious achievement or service
will not be based upon the grade of the intended recipient. Rather, the award should reflect both the individual?s level of responsibility and his or her
manner of performance. The degree to which an individual?s achievement or service enhanced the readiness or effectiveness of his or her organization
will be the leading factor?.
I think the AR 600–8–22 is very clear on the guidance for awards and we need to change the way awards are written and ensure the commander knows
and understands the process.
My Personal Frustration with the Awards Process

As a Sergeant Major I have sat on numerous military awards boards and have written many recommendations for awards for my soldiers and
military personnel in my units. I was deployed to Farah, Afghanistan with a combined joint force on a Provincial Reconstruction Team (PRT) in 2007
as the Civil Affairs Team NCOIC and Forward Operating Base SGM. The PRT missions was civil affairs and helps set
–up governance and build
schools in the Farah, Afghanistan area of operation, with a Navy Commander and joint

Gabrielle Union: A Brief Biography
Gabrielle Union born October 29, 1972 in Omaha, Nebraska. Her parents are Theresa "Glass" and Sylvester E. Union. Mother managed a phone
company and father was a military sergeant and also a business executive. When she was 8 she and her family moved to Pleasanton, California. She
attended high school, and was an all–star point guard Gabrielle played year round sports which made her a year round athlete. She participated in
soccer, basketball, and track. After she graduated, she attended the University of Nebraska., there she played on the soccer team. She later transferred
to Cuesta College, and later ended up at UCLA. When she was on her way to law school planning to be a working stiff. Things started to get a little
rocky her senior year,

The Tragedy Of Joseph Lambert And His Men
Colonel Lambert and his men were feeling a bit train fever they had been cooped up for days on the train. They had been moving slowly through
northern Virginia the tracks had been blocked, removed or even destroyed purposely. The only reason people had blocked the tracks was because
for some reason camps had built up around them, perhaps because they were open areas that had already been cleared. Maybe because it brought
back memories of another time but people built camps right over them. People were surprised to see the huge black behemoth in same cases
barreling down on them, one of the reasons they had slowed down a bit. There was one instance where they had plowed through one camp in the
middle of the night, damn near killed everyone and those that survived needless to say weren't happy, they kept moving. They also started to find
pieces of track missing no doubt people using it as building material or to melt it down for other reasons unknown to the Colonel. For the time being it
was ok they had replacement rails and the men had been trained on how to replace them. They had been stopping and rebuilding water towers and
clearing stations. They had to continue to cut wood for fuel, which in some cases caused confrontations with some locals who felt that they were
infringing on their resources. Once Colonel Lambert explained, generally at gun point, that all of these resources belonged to the United States
government. If they had a problem with it they could

Rbi on Discipline Essay
One thousand words on discipline, one thousand words on the Army Values, and one thousand words on what being a Soldier means to me, not
counting words that are less than three letters in length, which i dont uderstand because they are words too, poor little guys, just cause theyre small ,
they don't exist? Discipline, this part of the rbi is being written and discussed on discipline. I am condudcting this rbi because myself along with a
few other soldiers in the platoon fucked up today and since i am on profile and cannot conduct the pushup and the sittup, my profile states that i can
only walk at my own pace a distance for Physical Training, which is now called PRT standing for Physical Readiness Training, therefore writing this
rbi is... Show more content on Helpwriting.net ...
The next morning, SPC Snyder found out that SGT Quirarte was on leave and coud not counsel her. SPC Snyder then came to me thinking I was the
acting Squad leader and the next leader she should come to in her chain of command and then asked if I would counsel her on requesting leave and the
procedures she needs to follow since Staff sergeant Hollenbach was off, From what she said, i understood that Staff sergeant Hollenbach told her to
get her leave packet done first thing in the morning, i understand that SPC Snyder and I did not show up to class at 0900, i was in charge, so i was
therefore, i was taking charge, as the saying goes "When in charge, take charge" which i am sure every soldier in the United States army has heard more
than once. I understand that i probably should have chosen a different time to complete the counseling but i figured since her own team leader isnt
here and wasnt going to complete the counseling on his day off and not take care of his soldier then i should be the one to take care of her, since her
team leader wasnt going to be able to do so, when i deem neccessary, it is definatley absolutley one hundred and ten percent my fault that i chose a bad
time to complete to complete SPC Snyders counseling, you might even choose the saying, the wrong time to complete SPC Snyders counseling, rather
than a bad time to complete SPC Snyders counseling, but i was not sure when the

Skills Identification Worksheet
Skills Statement According to the skills identification worksheet, I have a grand total of 21 skills, mostly through job and school experience. While
some of these skills I gained in the military, I consider military experience as job experience, so I did not mark them as "other experience". The skills
were separated into seven different areas of experience. I had at least one skill in each area. The first area was communication. I chose sales/marketing
and explaining/listening as job experience skills. I remember working for the Army and Air Force Exchange Service as a sales representative in the
electronics department. I had to be able to listen to the customers' needs when they came in looking for a particular type of product and then ... Show
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Most of these skills would fall under job experience. The ability to learn quickly was especially important in the military. During technical training
the Air Force is trying to push you through as fast as possible to continue feeding the pipeline. If you can't keep up, you're recycled into another
career field. One that you may not find as rewarding an experience than the job you initially wanted. Positive attitude is a crucial skill to have in
working with a team. A negative attitude can really slow down a project if it begins to spread to other members. This is just something you learn
when entering the workforce. You begin to learn who to avoid based on their attitudes. I marked work ethic as other experience because I feel like
this is something I learned from my father. I remember my father waking up very early every morning to head to work and support his wife and four
children. He would even ride a bike to work 11 miles away when his car broke down. I'll always remember that. The last skills I checked off in this area
were dependability/ reliability and flexibility. I grouped these two together because I feel like they sort of fit together. If you're not very flexible
than you can't really be relied on to step up and take a shift when someone needs you to. I marked them under work experience and I am certain the
people I have worked for would substantiate this for me. I would say a lack of

Personal Leadership Development Plan Entries
From day of training zero, the significance associated with our self–assessments was very clear to me. It provided an opportunity to put definitions
behind behaviors. Allowing me to see myself from different perspectives, all of my attributes, both good and bad. I also found many lesson concepts
relatable to assist me moving forward with my Air Force career. Over the next few pages, I will go into further detain regarding my five focus areas
within our personal leadership development plan entries. I will link these entries to aid in the creation of my 5–year plan, while considering how I wish
to be perceived by my leaders, peers, and subordinates. After I received the notification to attend the Intermediate Leadership ... Show more content on
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What I've learned, however, is everyone brings their own amount of value to the table. What I lack in some areas, I make up for in others. You
can't hang experience up in your office in some fancy frame. Instead, you see it in the way a person carries himself or herself. I'll probably never
turn in a perfect paper with zero errors, but you can make certain I will always continue to do what is in the best interest of my subordinates, my
peers, and my leadership. There are a lot of very intellectual people in this course, but what I've learned is intellect and experience go hand and hand. I
have experience. I believe I'm right where I need to be in terms of my experience level as an NCO. So first and foremost, as part of my three–year plan,
I will complete my Bachelor's degree. I will try to balance out my experience with my intellect. Once the degree is achieved, it will probably get
tucked away in a filing cabinet because the judgment of a person's character shouldn't be hanging on a wall. Instead, I will use the education I
received to be a better, more rounded leader. When my Airmen ask for advice on education, I can provide them sound insight from first hand
experience. I could recommend different schools and provide points of contact and advisors. When placed on a manning board along side of my
peers, I will have the upper hand, because I now not only have experience, but also intellect. I'll use

Evolution Of The Initial Entry Training Essay
The evolution of the Initial Entry Trainer dates back to the early 1960s, when the drill sergeants (DS) were introduced into the training force. The
DS have continued to be the key factor to instilling discipline and standards in our new Soldiers. Over time, the Army has evaluated and made
changes to the programs to ensure the best possible training is available for new recruits. The introduction of the advanced individual training (AIT)
platoon sergeants was one of the most recent changes to the initial entry training (IET) program. The Army will continue to evaluate and assess the
IET training program to assure training is still relevant to the needs of the Army. Late in 1962, Secretary of the Army Elvis J. Stahr Jr. directed
Under Secretary of the Army Stephen Ailes to survey how the recruits are trained in the Army. The research was pooled from a wide variety of
personnel and took a very longtime. This research also included other branches of service, comparing techniques and strategies to ensure they had the
most accurate data available. The survey findings concluded the noncommissioned officers (NCOs) were poorly regarded working long hours, lack of
free time for family concerns, and inadequate staffing. The survey also concluded that the caliber of NCOs that were selected were below the standard
required by other services. (unknown, n.d.) The next year the Army began pilot courses at Fort Jackson, South Carolina testing the revised methods of

The Ncoer
The inaccurate and irrelevant NCOER
MSG William Armstrong
United States Sergeants Major Academy
Class 62
Mr. Victor Pedraza
November 20, 2011
Abstract
The purpose of this paper is to acquaint the readers with an ethical issue with NCOERs that I came across while serving as a First Sergeant. I was
appalled to learn that leaders and raters are writing inaccurate and irrelevant NCOERs and making them less effective, because NCOs are not applying
themselves. NCOs expect to be evaluated fairly, objectively, and want to be receiving an NCOER that will allow them to excel for further promotion
and assignments. An NCO wants to have the faith that their rater is competent enough to give them a proper rating, good or bad, on their ... Show more
content on Helpwriting.net ...
Almost all my previous AIT instructors had, not just similar bullets, but they were the same exact bullets, but for different NCOs. Not only where the
bullets alike, but they would fall in the category of just a fluff bullet and had no bearing to influence the marks for that area of performance.
Why is being a fair and objective senior NCO so difficult? These raters are watering down the system for the visual information career field. It is
already a small career field to have to compete in to make the ranks of Sergeant First Class to Sergeant Major, approximately 200 positions total. I
firmly believe that due to chain of command that used to be at DINFOS, they have set some of those Staff Sergeants back a few years for
promotion, because the Department of the Army Centralized Boards will see all the similarities and disregard them. These NCOs disregarded their
duties to provide an accurate and relevant NCOER for their Soldiers. They took the easy way out and did the copy and paste effect. Not to mention
when I asked the NCO if they had ever been counseled, they responded with a no. No guidance was given on what was expected to receive an
excellence in any area except for the physical training block. They were also never aware that their peers were getting the same bullets.
The other ethical issue I came across for these former instructors was how some of the bullets seemed to be personable in a kind of derogatory manner.
The

Personal Statement: Penetration Aids Field Training
Current Training Status: You hold a 5 skill level, but you are currently attending Penetration Aids Field Training Detachment for 7 level upgrade
training due to your recent selection to Staff Sergeant. You will attend Airman Leadership School immediately after to help prepare you for the junior
noncommissioned officer tier.
Team Member Most Probable Preferred Role: You are confident, outspoken, and well liked among your peers. I often observe that you rely on your
past experience, and maintenance training while determining a course of action, but are not afraid to advance ideas outside of accepted boundaries. In
group settings you seem to be the member to say, "Hey, you have a good idea!" Your positivity and energy encourages team... Show more content on
Helpwriting.net ...
You are eligible to apply for a spot with the Thunderbirds. This duty is essential to promoting Air Force values and ensuring volunteers for the future
force. Your preferred team role as an advancer is the epitome of a Thunderbird member. Your natural ability as a promoter is a perfect fit, and you
will feel at home. As a mild innovator it might take some adjustment to get used to the routine and regimen required by the Thunderbirds day to day.
However, you will always be on the road. Your constant changing environment will challenge you, and allow you plenty of opportunity to, as an
innovator, to solve problems that are not normally faced while at home station. An assignment to the Thunderbirds would help you achieve your goal to
make Chief because it plays to your strengths while helping you work on your

The Ethics Of Ficer
Ethics in Enlisted Evaluations
The definition of ethics, reads as a complex of moral precepts held, or rules of conduct followed by an individual (dictionary.com, 2014).
Non–commissioned officers and officers in the Army, find themselves facing ethical dilemmas on a daily basis. Some dilemmas are minute in nature,
while other dilemmas force Non–commissioned officers and officers into making questionable decisions. The Non–Commissioned Officer Evaluation
Report, or NCOER, is one of the most prevalent tests of ethical character, facing the enlisted rating chain. A leader's failure in properly counseling a
Non–commissioned officer accordingly can result in either a hastily generated evaluation or an evaluation the Non–commissioned officer ... Show more
content on Helpwriting.net ...
Direct Level Evaluations The direct level for sergeants will focus primarily on technical proficiency and the developmental aspect to ensure the Soldier
understands his or her duties and responsibilities as a Non–commissioned officer. Additionally, the rater will assess the Soldier in five areas; presence,
intellect, leads, develops, and achieves. Raters will have their categories to properly rate their Soldiers promotion potential as having "met standard" or
"did not meet the standard" (Army Times, 2014). While senior raters will not be limited on the number of "top–box" checks given to sergeants, the
expectation is to justify the Soldiers overall potential by providing quantifiable written comments.
Organizational Level Evaluations
The organizational level of the evaluation process will contain a two–page evaluation report that covers down on the ranks of staff sergeant through
master sergeant. Like the direct level evaluation, the organizational level will also assess the same five performance standards. However, there has
been the addition of a "four–box" scale to the Soldiers overall performance rating; far exceeded the standard, exceeded standard, met standard, and did
not meet standard.

Effects Of War On The Army And National Guard Essay
Effects of War on the Army vs National Guard The Soldier started his career in the United States (U.S.) Army in 1987, completing Basic Training (BT)
and Advanced Individual Training (AIT) at Ft. Sill, Oklahoma as a cannon crewmember. His initial active duty enlistment was for three years but due
to Operations Desert Shield and Desert Storm, the Soldier fell under Operation Stop Loss, delaying his initial expiration term of service (ETS) date by
six months. During his enlistment with the U.S. Army, he saw a couple of major changes within the Modified Table of Organization and Equipment
(MTOE). Each of these changes resulted in his current unit changing in strength and equipment. Although at the time, this young Soldier did not
completely understand the complexity of the changes, he did understand how the changes affected how his section completed their daily duties and his
direct chain of command. For example, the U.S. Army's Field Artillery units changed from a three by six gun concept to three by eight units. With this
change, artillery–firing batteries acquired additional Soldiers and equipment. The U.S. Army did not seem to have any issues filling vacant positions
with enlisted Soldiers, Non–commissioned Officers (NCOs), or Officers. This MTOE change caused growth, which allowed promotions through
Permanent Change of Station (PCS) thus allowing more junior enlisted positions to become available. Recruiters then fill the junior enlisted positions
without much

Ethics As A Complex Of Moral Precepts Essay
Ethics in Enlisted Evaluations
Ethics: defined as a complex of moral precepts held or rules of conduct followed by an individual (dictionary.com, 2014). Non–commissioned officers
and officers in the Army, find themselves facing ethical dilemmas on a daily basis. Some dilemmas are minute in nature, while others force
Non–commissioned officers and officers into making questionable decisions. The Non–Commissioned Officer Evaluation Report, or NCOER, is one
of the most prevalent tests of ethical character, facing the enlisted rating chain. A leader's failure in properly counseling a Non–commissioned officer
accordingly will result in either a hastily generated evaluation or an evaluation the Non–commissioned officer does not deserve. The lack of effort on
the part of the Soldiers rating chain to properly counsel, develop, and foster a Non–commissioned officers' growth is unacceptable. Therefore, changes
to regulatory guidance that one: forces the Soldiers rating chain to conduct required counseling sessions, and two: postures the sergeants major as an
approving authority will circumvent the over–inflation of enlisted evaluations.
The Non–Commissioned Officer Evaluation Report, Present Day Currently, a rater provides an initial counseling to a Non–commissioned officer, after
a thirty–day assessment that outlines their duties, responsibilities, and expectations, followed–up by quarterly counseling's over the duration of a year
leading to their annual report. In the past,

ALS Case Study Essay
Storyline 1: 337th Munitions Squadron Line 8 thru 13: PA01 Airmanship Synopsis: A1C Hamburg is forced to wake SrA Ratner in order to avoid
being late for roll call and it's the third time in a week SrA Ratner overslept. Ratner references partying and drinking the night before. I: The lesson
principle illustrated in this instance is an Emergent Leadership issue, Wingman Concept more specifically. D: A1C Hamburg practiced appropriate
use of the wingman concept ensuring SrA Ratner was awake in order to avoid being late for roll call. D: N/A P: If A1C Hamburg continues his
behavior in being a good wingman, it will reflect good upon him but if SrA Ratner continues making a habit of oversleeping, one day Hamburg may
not be around to wake... Show more content on Helpwriting.net ...
19 "You have a kind heart," Hamburg replies thankfully. I: These Characteristics refer to someone being a blue in four lenses D: These
characteristics are effective for it helps build the team and camaraderie D: P: After working together and people looking out for each other the team
will get stronger and be more productive as there is high morale Lines 22 thru 27: PA01 Airmanship Synopsis: Ratner asks Hamburg if he believes he
will be recognized by the commander for his outstanding performance during the ORI. I: Airmanship – Hamburg displays his embodiment of the core
values by placing the mission before his personal desires/comforts (service before self) and did such an outstanding job that he contributed to the unit
receiving an "outstanding" rating (excellence in all we do). The exchange between Ratner and Hamburg is also about DDR (direction, discipline, and
recognition). Through the use of recognition and/or rewards Hamburg's performance can be positively reinforced to influence him early in his
professional development. D: Hamburg's actions we most definitely appropriate. He didn't do the things he did to receive recognition but in order to
accomplish the mission and help his unit receive an outstanding rating during the ORI. D: There is nothing that A1C Hamburg should have done
differently. P: If A1C Hamburg keeps it up, he will receive recognition whether he wants it or not because someone is

Report On Ft Hood Texas
I remember reporting to Ft Hood Texas in the middle of June 2011. I and my family had just completed the rigorous drive from Ft Campbell KY,
which included a three–day layover in St. Louis MO to say hello to family and friends and to once again leave as swiftly as we had come. I reported to
the 36th Engineer Brigade (Stay Rugged) headquarters were I was greeted by a tall and stout older gentleman, SGM (Sergeant's Major) Lewis. I was
due to report to the 8th Engineer Battalion as they were in need dire need of experienced 12B's (Combat Engineers) but upon looking over my
credentials he decided to keep me at HQ, and to complete this backdoor transaction by effectively swapping me for Specialist (SPC) Parker. I
instantly felt dread crawl upon my skin as I was now committed to the S3 section of soldiers. This couldn't be, I felt as though my talents were
completely wasted performing administrative tasks and too make matters worse I had 1SG (First Sergeant) Sparger, I thought I had officially had
front row seats on the bad luck train and I was the sole passenger, little did I know that this would catapult my military career further than I had hoped
for
S3 Shop1
I had arrived to the unit thirty pounds heavier and with a severe lack of motivation, my goal was to fly under the radar and complete this term as
quietly as possible. 1SG yelled "Specialist Bell in my office time now" my heart raced as I ran to his door I knocked he replied with a swift and stern
"Enter" I eased in gave

Reaching For The Stars Unless You 're Black
"Reach for the Stars; unless you're black"
With the United States Army being one of the oldest organization in American, they have undoubtable faced its share of diversity issue, they are an
organization, with the need to operate under the strictest hierarchical structure. This structure is imperative to their mission to serve and protect the
free people of this country and to uphold the Constitution that affords it. Alas, the structure begs for internal oppression of minorities, due to the need
and desire by its members to advance in rank. The General Officer Corps. is the highest of military ranks next to the President. And with rank brings
freedoms, privileges, and above all power. The power to make a wide spectrum of orders; from how members tie their boots or whether to wage nuclear
war.
The members of the Army are a direct reflection of the citizens they protect. Made up of all different races and backgrounds. When a person volunteers
to join they are really volunteering to join an entirely different way of life within America. Although they are afforded the same fundamental
protections of the Constitution which they protect, they are also volunteering to relinquish some of those rights. Members are governed my different
laws, courts and at times different police; they are subject to inspections, punishments, and a way of life that is not like that of their counterpart
civilians. Unfortunately, one thing they share with America is it's social–racial issues that has

Assistant Station Commander Of Hope Station
In response to the current vacancy announcement for Sergeant First Class, I respectfully request consideration for assignment as Assistant Station
Commander of Hope Station. In my 17 years of dedicated service, I have gained the experience that accurately represents my comprehension of
supervisory principles. The attributes I possess, in addition to my experience, adaptability,leadership qualities, and assignment history, are essential to
succeed at the next level of supervision. It is my goal to advance in rank and further my career in a higher leadership role. My job–related knowledge
and skills include more than16 years of Field Operations exposure at various stations throughout Troop B and Troop E Bloomfield Station. My diverse
... Show more content on Helpwriting.net ...
An example of my abilities to provide supervision during a significant event was demonstrated on March 13, 2010. As the Patrol Supervisor at
Perryville Station, I responded to the report of a suicidal male attempting to jump from a bridge in the Town of Phillipsburg. The distressed subject
was hanging from the bridge railing, threatening to jump into the Delaware River. Upon arriving on the scene in a supervisory role, I established
Incident Command. I then coordinated various local and State Police resources to respond and assist. Finally, I provided real–time updates to my
commanders on the progress during this encounter. The details of this incident are associated with CAD # B110/2010–1017936 and Fact Briefing #
B110/2010–00047Q.
In my role as a Squad Leader and Patrol Supervisor, I have effectively supervised numerous PC and RAS consent searches. An example of my
on–scene supervisory skills can be found during the course of a motor vehicle stop, resulting in a consent search on January 6, 2012, while assigned
to Totowa Station. Upon arriving on the scene in a supervisory role, I granted a subordinate's request to present the driver of a motor vehicle with a
Consent to Search form. The consent was granted, and a search of the vehicle was positive for suspected marijuana and paraphernalia. The details of
this incident can be found in Motor

Leadership : The Staff Sergeant 's Leadership Dilemma
Challenge Exam: Part B Leadership: The Staff Sergeant 's Leadership Dilemma 1. What leadership style did Donna use? Was it appropriate for the
situation? As noticed in the case study, comments such as "really unfair" and "I hate" did not get a favourable reaction for the officers. Officers who
were extremely unhappy about Donna's decisions blamed her and the rest showed their discontent through trading. This case points out the directive
leadership style was not necessary or appropriative keeping the situation in mind. Appropriateness is necessary for this situation. 2. Analyze the
employee factors and other organizational or social factors in this case to determine which style of leadership she should have adopted. 1.Other
elements including Social, Organization and environment Task Framework: Since officers are openly trading assignments, it could appear the tasks
aren 't too difficult. Concerns are more linked to personal preferences. Team Dynamics: Although some of the staff didn 't have the trades they wished
for, they openly may actually communicate. This suggests they know the other person well and are in a position to work together. The ones that
happen to be unhappy are directing blame at Donna rather than other staff. Therefore, the crew/team dynamic isn 't an issue. 2.Employee Factors Skill
and Knowledge: The officer's willingness to trade assignments and very clear preference for several tasks recommend understanding of the work.
Therefore, they may

Different Areas Of Improvement Within The Special Activities
There are four areas areas of improvement within the Special Activities (SA) Command that would contribute to a more positive culture and working
environment. They are Management Structure, Business Intelligence, Performance Appraisals, and the organizations handling of Rewards and
Punishment. The current culture cannot be improved without adjusting the current organizational norms and behaviors and in most cases the inverse
of that is true as well. Because of this interdependence between culture and organizational norms there will be times that improving one area has
positive returns on the another.
Management structure should be relooked and possibly restructured. The management structure that is currently in place is not conducive to the work
function that it oversees. Before the problem can be fully understood it is important that the players and their positions be clarified.
Area Team (AT). The Area Team is comprised of five personnel: one Commissioned Officer in the rank of Captain (O
–3) who is the Team Leader, one
Non–Commissioned Officer (NCO) in the rank of Master Sergeant (E–8), who is the Team Manager; three NCOs in the rank of Staff Sergeant or
Sergeant First Class (E–6 or E–7) they are Team Members, and one civilian employee (Team Civilian). There must be at least one representative from
each of the three subordinate headquarters on the Area Team. Current–Operations. A Major (O–4), which is a Commissioned Officer, is overall in
charge of the department, which

Command Officer At The Head Of Ficer
Command Chief Petty Officer/Command Leading Petty Officer
Recommended Number of Position(s) for the Role:
There is only one cadet at the head of the unit – this role can be referred to as the Command Chief Petty Officer when the cadet has the rank of a Chief
Petty Officer or the Command Leading Petty Officer (CLPO) otherwise.
Description of the Role
The Command Leading Petty Officer (CLPO) is the highest ranking cadet in the unit and sets the tone, discipline and achievement for the entire unit.
The CLPO reports directly to the Executive Officer on all matters regarding the unit and is responsible for keeping the unit cadets up to standards set
by the XO and CO. The cadet holding this position should be a strong and effective leader, support the adult and cadetleadership to ensure that all
cadets have a positive and enriching drill experience and groom future leaders from among the cadets.
Responsibilities of the Role
Provide the leadership and guidance needed to ensure that the unit is always presented in the best possible manner
Communicate the direction from the adult leadership to the unit and bring up any concerns from the unit to the adult leadership
Work with the adult and cadet leadership to implement changes and improvements
Execute the plan of the month (POM) in a military fashion; Work with LPOs to adjust to any unexpected changes and ensure that the unit is organized
and efficient while making corrections to align back with the POM; Provide

Pam Grier Research Paper
Lataya Lattany
6th Period
April 24, 2017
She's A Whole Lotta Woman.
Pam Grier
"I do a movie once every four years and they call it a comeback."
Synopsis
Pamela Suzette Grier is an American actress. She was born on May 26, 1949 and she is currently 67 years old. She is known for being in movies such
as The Big Bird Cage, Coffy, Foxy Brown, and Sheba Baby.
Early Life
Pam was born in Winston–Salem, North Carolina. Her mom was a nurse and her dad was an Air Force mechanic. She also had three siblings.
Due to her father being in the military, she moved around a lot. She eventually settled in Denver and went to East High School. She was seen in stage
productions and she participated in beauty contests to earn money for college. After she graduated ... Show more content on Helpwriting.net ...
This marked the start of her acting career.
Over time, Pam starred in movies such as Jackie Brown, The Big Doll House, and Above the Law. She also was in movies such as Ghost in Mars and
Bones in the early 2000s.
Because of her roles in movies, she was nominated for and won many awards. She was mainly in blaxploitation movies which geared towards black
audiences and showcased their stereotypes.
Pam's Global Impact

Millions of people have watched Pam Grier movies. She is a big inspiration to the black community and women. She has also inspired men who have
been incarcerated. They have watched her movies in prison and have respected women more due to her leading roles in action movies.
Fun Facts
Pam was nominated for 16 awards after playing in the 1997 'Jackie Brown' movie.
She wanted to be a doctor when she grew up.
She found out her boyfriend lived in the same house that she grew up in in Denver after her and her family moved out.
She was a cheerleader for the Denver Broncos.
She earned two doctorates in 2011. One is a Honorary Doctorate of Humane Letters and the other is a Honorary Doctorate of

The Army As A Staff Sergeant
is that I feel I have reached a rank that is the culmination of my operational career. At this stage in the Army as a Staff Sergeant, I continually fulfill
duty positions that are above and beyond my pay grade in both garrison and deployed environments, yet still remain competent on the tenets of my
career field. This is best exemplified in my recent deployment with 1st Special Forces Group in support of Operation Inherent Resolve. As a Staff
Sergeant, I served as the CJSOTF–I Task Force Counterintelligence Coordinating Authority, which is doctrinally a CW3 billet. I laid the foundation for
future SOCCENT Counterintelligence Operations in Iraq by creating Annex B to the CJSOTF–I Umbrella Concept, conducted liaison activities with
CENTCOM Counterintelligence units in order to establish proper Counterintelligence Investigation and Intelligence reporting structure, advised
Coalition Partners on Identity Intelligence Operations, as well as providing Counterintelligence Force Protection updates. In addition, I established the
Tactical Counterintelligence Operations Portal, which allows all Counterintelligence Agents the ability to share Force Protection information across
Iraq, regardless of task organization. While many of these tasks are considered management or oversight in nature, I still found time to conduct tactical
Counterintelligence through Counterintelligence Screenings of Local Nationals, Preliminary Credibility Assessment Screening Systems interviews, and

Carl Johnson 's Life Matters
Carl Johnson's life matters. A 90–year–old veteran in Virginia, Carl was the last Tuskegee Airman to graduate from the famed school that produced so
many heroic African American aviators.
According to a recent article in the Washington Post, the U.S. Army issued Carl a train ticket for a Pullman sleeping car so he could get from Texas to
Alabama for his military training in 1946.
Carl recalled being told by the station manager that he and his fellow black soldiers were not allowed to use the Pullman. "You have to go in coach,"
they were ordered.
Threatened with jail if they resisted, the soldiers rode for 24 hours and were denied the use of the train's dining car as well.
Despite the indignities, Carl would continue to treat his country better than many of his fellow citizens treated him.
Carl would extend his military service for another three decades, serving in the Korean and Vietnam Wars. He would earn a Distinguished Flying
Cross and 10 Air Medals and retire as a colonel.
Air Force Staff Sergeant Brian McElroy and Tech Sergeant Jason L. Norton were military police officers. Unfortunately, they are unable to extend their
military service. Their lives were tragically taken.
Assigned to the 3rd Security Forces Squadron, Elmendorf Air Force Base, Alaska, Sergeants McElroy and Norton made the supreme sacrifice when
their vehicle struck an IED while on patrol near Taji, Iraq on January 22, 2006.
"Brian always made us laugh and he always knew when to jump into a conversation

Why Groups Experience Conflict Within The Organization
In today's complex business environment managers and employees face many obstacles relating to working in groups on assigned projects in order to
complete those projects that ultimately contribute to the bottom line, or enables the company to remain a competitive force within their assigned
industry. There are many reasons as to why groups experience conflict but one business Iwant to highlight refers to conflict within the organizational
structure.
Organizational Structure
According to Robbins and Judge (2009), organizational structure explains how job tasks are formally divided, grouped, and coordinated (pg. 519).
When we take a look at this definition we can all assume that structure brings order and discipline within the company and informs all employees on
what tasks they are expected to perform on a daily basis that contributes to the organization's success. However, one main issue that arises from
organizational structure and working in groups stems from when an organizational structure has an abusive leader or manager. When agroup or an
organization experiences an abusive leader or manager conflict can arise within the organization whereby many employees will not respond
effectively to the orders given by the leader and could result in a degradation of job performance. Many employees would be scared to question
immoral tasks in fear of getting fired or many employees would simply quit performing within their designated job or tasks that begins a domino

Analysis Of The Book ' Black Hearts '
Hello, I see that you are here to view my stand point on the book Black Hearts, the book has a ton of action and excitement throughout. There are many
stand points and gut wrenching moments that could only put you on the edge of your chairs, and keep you glued to the book, wondering what the next
thing that could possibly happen. The enjoyment throughout not only keeps you interested but it also give you're the different ways people think and
act. And that's what brings us here today, the assignment was to write about a picked character, that you thought had some leadership failures that lead
up to an incident. Well the character that I choose to write about would be none other than LTC Tom Kunk, the book told a story so outrageous that I
...
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A day of training was winding down, and as always soldiers lose their awareness and tempo to keeping all eyes on their surroundings, a tragic voice
calls up that 19 soldiers were captured and being held hostage. Without talking or informing any of the other leaders, LTC Kunk put out an order to
surveillance and recon the enemy forces that were suspected to be housing the 19 captured soldiers. This was one big problem that I felt
highlighted leadership failure from the LTC, as a leader you would have to make a final decision on what has happened, but the first thing you
would do is consult your other leaders. Get their opinions on the matter, figure out the best plan together, taking away their opinions would only
make them go against you in the end. As a leader you have to let the people under you make decisions just as well as you, they have to learn from
their mess ups the same way you do. It is way better to get 19 people killed in training than in real life. The second leadership failure that I caught was
still in the training environment, the other leadership under LTC Kunk, had realized the craziness of the plan that was thrown at them, and they began
to disagree with the original plan, that was put out. Without even second guessing his original plan, LTC Kunk ignored the other company
commanders, and followed suit with the mission that was put out. The way that LTC Kunk not even cared to hear the other commanders input on the
mission, would be the second

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