Army Management

The Army’s Organizational Life Cycle Model contains eight phases (U.S. Army War College, 2015-2016). This paper identifies and explains four of those phases, acquisition, training, distribution, and deployment.

The organizing function of management is impacted in the globalization efforts of the Army. The process of transformation of local or regional phenomena into global ones takes the utmost managerial ability from all ranks and corporations sustaining the Army. For instance, institutional organizations provide the infrastructure necessary to raise, train, equip, deploy, and ensure the readiness of all Army forces in strategic global locations. Organizing and strategic planning functions help the training base provide military skills and professional education to every soldier -as well as members of sister services and allied forces. It also allows the Army to expand rapidly in time of war.

"Leadership is the process of influencing people by providing purpose, direction, and motivation to accomplish the mission and improve the organization" (Mills, 2013). The Army measures its leaders by their attributes and their core leader competencies. Also, a leader must be able to train, coach and mentor their subordinates. Additionally, the Army has three levels of leadership: Direct, Organizational, and Strategic. An effective leader understands and practices these qualities at an operational level.

The question we must ask ourselves is what exactly the Profession of Arms is and what is our role as Human Resource Sergeants (HR Sergeants) what is it that we bring to the fight, what’s our contribution to the Army’s overall objective. As we emerge from years of war, from constant back to back deployments to Afghanistan and Iraq, we find ourselves in an era of persistent conflicts where we find ourselves embroiled in conflicts all around the world. In a world that seems more dangerous today than it was yesterday it is important we remain vigilant and remain capable of fighting and winning our nations wars. We must never forget the ethics instilled upon us by the Army. We must hold fast to our Army Values to which our profession is

Five characteristics define the Army as a Profession. These characteristics are honorable service, stewardship of the profession, military expertise, esprit de corps, and trust. According to ADRP 1-0, as a military profession, our relationship with the American people is built on a foundation of trust continuously reinforced by the other four characteristics. Mission accomplishment, reputation, and survivability of the Army are all reliant on trust. Therefore, I believe that trust is the most important characteristic and is the bedrock of the Army’s relationship with the American people.

The main idea of this publication is to create a collective understanding of the Army Profession by providing the Service members the guidelines and definitions of it and the Army Ethic. Fail to follow or even understand the concept of rules of behavior based on ideas about what is morally good and bad have been the reason of studies, due to the consequences this could bring upon the service. This publication defines the membership and affiliation of competent individuals in character and commitment, five essential characteristics legitimize the Army as a military profession, trust, military expertise, honorable service, spirit de corps, and stewardship. Trust is vital in society at school, at work, at home, among the citizens, trust in the skills of those you depend on, and trust that the mail will be deliver to your home to give an example. American people perhaps have lost or are close to lose the trust in the highest level of government being this the direct orchestrator of the actions perform by the armed forces, after planning and rehearsals every move is directed and now that the population does not support or agreed with many of these actions government has to act to regain the support and reassurance of the masses. American people as society trust their arm forces to perform their duty to protect them and their country, support and defend the constitution society trust the strongest Army in the world due to the technology it possess and the will soldiers have

There are many commands that fall underneath the Department of the Army. Some these commands include: United States Army Training and Doctrine Command (TRADOC), United States Army Materiel Command (AMC), United States Army Forces Command (FORSCOM), United States Army Europe (USAREUR) and United States Army Installation Management Command (IMCOM). My command is IMCOM. Our job is to manage the Army installations to support readiness and mission execution, provide equitable services and facilities, optimize resources, sustain the environment and enhance the well-being of the Military community. IMCOM is in charge of the individual bases like

I am familiar with the Infantry and Cavalry division of the military structure and how to make this division of the US government functional is of crucial importance. First, by the very definition, the infantry and cavalry division of military service personnel requires a special mindset. It requires a person who understands that their life as well as others will be in a dangerous state and at any stage of conflict that has to be a mindset that the individual will be comfortable with. Regardless of the company for which one works, the staffing portion of any career is one

Force management, or what is really otherwise known as planned comprehensive change, is in reality a complex and interwoven process. Though it was designed within the confines of a systemic approach referred to as the DOTMLPF (Doctrine, Organization, Training, Materiel, Leadership & Education, Personnel and Facilities), in reality it is meant to enable both dutiful and well-thought out change as well as faster, more urgent adjustments in accordance with the evolving nature of war and information gathering tactics. The Army, as one branch involved in this initiative, focuses most of its attention in this regard on the organizational sector because of the way it facilitates an adequate and democratic step-by-step system of review (Student Reader, F102:2). But the fact is that even this initiative remains multi-faceted and appears to be rather bureaucratic in nature (it has five phases, which seems antithetical to an urgent change process), which might not be surprising since implementing the type of changes that are demanded can have major implications of all sorts. Still, it does appear that this concentration is being well received and that it will eventually serve its goal even if it does not appear that way when detailed on a point by point basis.

Whenever a chain of command is established and followed properly, the people part of it can be very organized. Chain of command is how our military works. We have our President and Secretary of Defense at the top, and our Generals below them. The chain then trickles down through the officers and sergeants before it reaches the bottom. The bottom is where most of the work will happen, seeing as there is more lower ranked officials to come together

The Army is positioning itself for the future by reducing the number of people it needs to do the administrative work of the past and train the future administrators in computer applications for the future. A company 20 years ago traditionally had two

Webster’s dictionary defines the word profession as a type of job that requires special education, training, or skill. Many Soldiers would not consider the Army as a profession but a way of life. Some think the word profession belongs to everyday jobs like a plumber, mechanic, or doctor. Dr. Don M. Snider stated “the Army is a profession because of the expert work it produces, because the people in the Army develop themselves to be professionals, and because the Army certifies them as such” (Snider, D. M. 2008). In October 2010, the Secretary of the Army directed the Training and Doctrine Command (TRADOC) to lead an Army wide assessment of the state of the Army Profession. We have been at war as a Country for over a decade and the Army

The Army has a very robust performance management system that is trained at our professional education courses and has a dedicated regulation (manual) on the topic. The process of performance management has evolved since I first joined in the mid-80’s to include best practices from the civilian sector as well. Performance management is a life-cycle program that has both formal and informal processes. The formal is, in part, a quarterly counseling between the supervisor and the employee. The counseling is the first step in ensuring minimum communication is occurring. It’s up to each supervisor to make sure the counseling reflects the needs of the employee and team with an ultimate objective of meeting the Army’s strategic vision. The informal

Every organization fights for the survival. All the organization when it makes is strategy to win the market, to gain the market share, to fight against the competitors, to go global etc, all that the organization is looking for is to

Leaders owe their soldiers the best possible road map to success. Leaders help their soldiers solve complex problems by guiding them to workable solutions through effective counseling. Developmental counseling is subordinate-centered communication that outlines actions necessary for soldiers to achieve individual and organizational goals and objectives. It is vital to the Army's future that all leaders conduct professional growth counseling with their soldiers to develop the leaders of tomorrow. Leaders counsel their subordinate NCOs and junior enlisted soldiers. There may be situations where officers counsel junior enlisted soldiers. The point is this: every leader has an obligation to develop their subordinates through developmental counseling. The Army values play a very important role. Simply put the values of loyalty, duty and selfless service require leaders to counsel their soldiers. The values of honor, integrity and personal courage require both leaders and soldiers to give straightforward feedback and, if possible, goal-oriented tasks or solutions. The Army value of respect requires us all to find the best way to communicate that feedback and goals. Some soldiers may perceive counseling as an adverse action, perhaps because that is their experience. Developmental counseling most definitely is not supposed to be an adverse action. Regular developmental counseling is the Army's most important tool for developing future