A Reflection On My Personal Experience

One of my personal experiences that I had was when my family decided to move from New Jersey to Florida. I never planned on moving with them but my mother basically forced me into moving with them. It wasn’t really all that moving stuff because the new house was actually pretty nice, it was just I had all my friends there and I was doing well in school. Nothing I said convinced my mother so after a week of packing we was off to Florida. The first week being there was a horrible week. Nothing was going right for me, I missed the school bus for a whole week, dropped my milk on my new shoes, and tripped over nothing in lunch. It was just trying to move back but parents always have this life lesson speech about trying to make new friends and try to get used to being here until we move again. It’s been about a month since we moved to Florida and I met about zero friends but I got used to living here since I’ve found something that interested me as an after school hobby and that was fishing. There’s barley any lakes or ponds in New Jersey so fishing wasn’t really something you do as a time waster. I usually fished right after I got home but on that day it was rainy and it wasn’t really a good time to fish so I just decided to practice my free shots until it started raining hard. I think I was outside for about 20minutes and suddenly a couple kids from my new school asked if they can shoot

The military-technical expertise includes the offense, defense, stability, civil support operations, employments of weapons, equipment, systems and technology. The human development expertise includes education and training development systems, mental and physical fitness. The moral-ethical expertise includes ethical combat principles, individual moral and institutional values. The political-cultural expertise includes relations with medias, relations with civilians. The Human Resource Sergeant has the role of harmonizing the relationship between this four fields of expertise and the operation

Documented in an employee survey (2012) conducted by the National Association of Colleges and Employees (NACE) the belief by many of the employers surveyed set a number of employee competencies they felt were essential. The findings resulted in a list of capabilities they felt were needed in order to proficiently desired by organizations. Effective verbal articulation within and outside of the organization’s structure, a team player that will a readily work with others, an administrator and convergent thinker, obtain and process data, while planning, organizing, and prioritizing work.

Knowledge. “Knowledge refers to informative and learning resting in a person, such as surgeon’s knowledge of human anatomy” (Vazirani, 2010, p. 124). Knowledge as a competency is to share or gain knowledge about a given subject. A leader will take time to train, offer professional development, and aid in the advancement of their employees (Frisch & Huppenbauer, 2014). By imparting their knowledge, they are helping to cultivate the culture and next generation of leaders. This is an important competency because it includes the historical knowledge with the new, innovative knowledge giving a company a large pool of information to work with.

A competency is the ability to do something successfully or efficiently. Furthermore, the first competency to analyze is the personal competency. Personal competency are the personal traits and abilities that affect your results in the workplace. As described by Ruben (2006), personal competency includes character, personal values, and ethics, cognitive ability and creativity, enthusiasm, high standards, personal conviction and persistence, self-discipline and self-confidence, and role modeling.

The report additionally concludes that the “Minister,” or President in the United States’ case, should be, “legally responsible,” for security and intelligence policies in these cases (Born and Leigh 2005). The United States’ system represents this framework in today’s practice as the National Security Act of 1947 and its amendments legislate the authority of the President to approve covert action. Referring once again to the earlier consensus that covet actions belong to the President, the legal responsibility of the executive is

One could argue that the four mission-specific roles identified by Galvin are equally important. Their requirements overlap each other in many ways and to be a true strategic level officer one should give equal attention to all of them. Nevertheless, in my opinion, their importance can vary depending on an individual’s background, interest and experience as well as future vision. After carefully studying the four mission specific outcomes, I decided to choose two of them, namely Strategic Advisor and Communicator and Senior Leader at the Strategic Level as I perceive they are likely to be the most important

The four roles are, a strategic advisor and communicator, a strategic planner, a strategic theorist, and senior leader at the strategic level. So that this paper will focus mainly on my reflection towards to the first two mission specific roles.

Given the history of prior German spy agencies like the Nazi SS and the Stasi of the Cold War era, it is easy to understand the trust issues Germans have with spies. Recently the BDN found themselves in hot water over their collection of phone call data. After Edward Snowden’s unauthorized disclosure of NSA collection in Germany, attention was drawn to the BDN’s own telecommunication collection activities in Bavaria. The revelation that the NSA was using the BDN to listen in on not only German’s phone conversations but also French and Middle Eastern calls sent the German people into a panic calling for major reforms in the

For the last 237 years the United States Army has developed, flourished, and produced quality Soldiers to protect and uphold the morals and values that Americans hold dear to their hearts. There are three specific fields of expertise that make United States military service members the best in existence. Those fields include military technical, moral-ethical, and political culture expertise. One might ask what these different abilities have to do with the Human Resource (HR) field for the NCO, but these are the areas that play the biggest role in the HR field of the Non Commissioned Officer (NCO).

In an organization the size of the Army, the development of thinking competencies is, by necessity, a decentralized effort. Building Army-wide strategic thinking competencies requires long-term institutional, operational and individual commitment to the development of these competencies. This requires a purposeful shift from limited levels of understanding key competencies and enablers, to force wide acceptance and development of these competencies through a common language and lexicon of associated terms and processes. We must educate the force to understand that strategic thinking skills are not directly associated with levels of war, cohort, rank, grade or organizational hierarchies but rather by one’s ability to mature thinking competencies through their military education and training, operational assignments and experience and individually focused and guided self-development. Thinking competencies cannot be developed through Professional Military Education alone. In fact, PME (i.e. the Institutional

The nine Strategic Leadership Competencies describe a wide-ranging scope of attributes that can be arranged in three distinct classifications: conceptual, technical, and interpersonal. One competency under the conceptual category is the ability to envision the future. (Gerras, p.30). In Finel’s article, he summed up Secretary Gates’s biggest weakness was his “lack of consistent strategic planning.”

Beginning the writing process, I established for myself a mental roadmap. I asked myself what I was trying to say, and what the goal or intent of the writing would be. Was I attempting to persuade my readers, or to be didactic instead? I considered the "how" part of the equation later, and honed each sentence word for word. The how part of the writing process was relatively simple compared to the question of what to say, and why. I had to imbue the paper with social commentary, for there was much to say about these readings.

Competency: Ability to collect and evaluate information, develops alternatives, and expects possible penalties and risks (Jones, 1991).

breathe or function at all and would be an empty shell for one cannot operate or function without it.