Case Summary: Billy Mitchell The Visionary Of A Dominant Air Power

“Never before had so much brain-power been focused on a single problem.”(Laurence qtd. in “Eyewitness”). Many inventions can be said to have changed the world, and the way it worked. Only a core few of these many inventions can be said to change air warfare, and few of those are as game-changing as the B-29 Superfortress by Boeing. The B-29 was the plane that dropped the atomic bombs in World War Two (“bomber”). The plane by Boeing was used most in World War Two as a strategic long-range bomber. This invention revolutionized the concept of war, and war is a factor in all life on planet earth. The B-29 bomber changed warfare by sparking the innovation of aircraft technology, saving lives, and allowing more power to be carried by the means

The movie “Twelve O’ Clock High” is a case study in the application of leadership theory during World War Two. Gregory Peck portrays Brigadier General Savage, a United States Army Air Force officer thrust into a situation that requires a maximum effort both on the ground and in the air as he attempts to re-invigorate an undisciplined, anxiety ridden, and ineffective combat unit. Throughout the movie we observe Peck’s character employing a variety of leadership methods, but ultimately discovering that true combat effectiveness and cohesion is accomplished through a

General Arnold displayed the characteristics of a pioneer and Visionary Leader. He served in the capacities of a creator and in every sense; Arnold literally invented the modern U.S. Air Force (Bill Yenne, 2013). Our student guide on Team Dynamics tells us that a creator generates fresh and/or original ideas that defy generally accepted structures or roles (Barnes Center for Enlisted Education (BCEE), 2016). He is and was the first and only five-star general to command the service and he’s credited with developing the idea of airpower. His creative leadership traits enabled him to

The continuing inefficiencies caused by segregation so hampered the training efforts of the 477th that it never obtained full strength before the war's end and was thus never assigned to combat.”(McLaurin Melton 1032). Segregation was a major limiting factor of Black aviation, however, through pressure from several directions, the American Air Force yielded and created one of the five fighter groups, which was a great advancement.

In the mid 1940s, key pioneers inside the United States Army Air Corps (Army Air Forces) did not trust that African Americans had the scholarly ability to wind up effective military pilots.Subsequent to succumbing to the weight applied by social liberties gatherings and dark pioneers, the armed force chose to prepare a little number of African American pilot cadets under extraordinary conditions. Despite the fact that partiality

Have you ever thought about joining the Air Force? Well , if you haven’t, just imagine the respect you’d get for serving our country, the pride you’d feel for helping keep America safe. Imagine flying all around the world and meeting so many varieties of people, seeing lots of different cultures. (Lieutenant Colonel Jerry Quincy) Although the USAFA has its disadvantages, it teaches future service men and women many qualities that they can use in their lives. It also shapes these cadets for the military by teaching them discipline, responsibility, and good work ethic.

Despite the desire of seeing black men in the military forces, they worked against this idea. The aviation worked hard, and tried to be the best they could be. They weren't afraid to face challenges. They received more than 10,000 supporters during World War 2 because of their confidence. Their success in combat would show blacks and whites that blacks didn't lack the duties of a citizen and therefore deserved citizenship and equal

The U.S. Army Air Corps entered World War II as an all-white fighting force. There was never a thought of integrating any black men into its ranks. The “common knowledge” at the time was that the black man was inferior to the white man in every way, and could not possibly perform the complex tasks of operating an airplane, either in the relatively safe traffic pattern around an Army Air Field, or in the chaos of air to air battle in a war zone.

The Airman had to deal with the segregation, the racism, and discrimination while serving for their country.

When McGee began his career in the Air Force, African American’s were still seen as unequal to white Americans in every aspect. It wasn’t until July 2, 1964, that President Johnson signed the Civil Rights Act of 1964 that banned discrimination based on race. Previous to this, the Jim Crow laws were used as justification for denying African Americans soldiers the opportunity to become pilots in the military. Once this changed, a new door opened for colored pilots causing many to stay in the military long after the war ended and turn it into a career, as McGee did. Although McGee’s career began due to WWII, it certainly did not end there. McGee went on to serve in Korea as well as Vietnam. By the time McGee retired from the Air Force on January 31, 1973 he had earned awards such as the Oak Leaf Cluster, and had six thousand- three hundred hours of flying fighter jets. He went on to become President of the Tuskegee Airmen, Incorporated for two presidencies. This is significant because McGee helped show the nation that African Americans are capable of being not only some of the best airmen out there, but also some of the best leaders. He never quit in the journey to better himself and helped pave the way for many African Americans who hold the dream to fly. In the long run, the color of one’s skin means

General Benjamin O. Davis, Jr. (born in 1912-2002) was the first African-American General in the America Air Force. Benjamin O. Davis, Sr., his father, was the first African-American to earn the title general in any branch of the American military. This paper aims to prove that General Benjamin O. Davis Jr. was a visionary and ethical leader. After graduating from the University of Chicago, the United States Military Academy commissioned him. He was one the first African Americans to be admitted to the Army Air Corps and to pilot training. General Benjamin had led 60 combat missions and promoted to Colonel by the end of World War II. He was the one of the first black pilots in the military and the first African American cadet to graduate from West Point Academy in the twentieth century (Lerner, 2003). With his effective accomplishments, I believe he provides a perfect example of who we should all look at as a visionary and ethical leader.

General Daniel “Chappie” James Jr. Introduction General Daniel “Chappie” James Jr. stated, “Our greatest weapon is one we have always possessed – our heritage of freedom, our unity as a nation.” (QUOTE) Now imagine if you was in the Air Force in 1945 as a fighter pilot and you just came back from war but you was not allowed to sit or eat in the same establishments as your white counterparts. General James knew that with no barriers the Air Force could be the strongest Airpower in the world but it he had to get pass segregation laws and fight for what he believed in early on in his career.

For just a moment, imagine being asked to volunteer as mission lead of a team of 16 B-25 Bomber crews and carry out a mission that’s nearly certain to be a one-way bombing run. Alternatively, ask yourself what type of leader can motivate you enough to volunteer for such a daring mission. Do you truly embody the service before self core value in which you are willing to pay the ultimate sacrifice to advance your country’s war efforts? James H. Doolittle was undoubtedly a visionary and ethical leader when he led the WWII mission that took place in January of 1942. In this essay, we will review

Johnson and McNamara vetoed the Air Force plan, choosing instead to use a concept of “flexible response” (Boyne

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.