Copy Captain Case Study

The drill sergeant is homophobic, racist and sexist. My attitudes towards him are that he has a lack of respect in the way he educates the young recruits. The drill sergeant ridicules and dehumanizes others because of their race, gender and sexual

Those who were within my chain of command understood that I was fully able to do my current job but did not allow me to get a pass when it came to a personal choice that I made. By the chain Commanding Officer not condoning my actions and reducing me to the rank of second class Petty Officer impacted me in a way that would change the course of my outlook not only professionally but also personally. Being reduced in rank forced me to look it myself and my actions differently. I no longer utilized the lenses that I previously used. I had to humble myself, understand that certain personal actions were not acceptable and finally, I had to make a solid decision to change how a balanced everything that I do in life. This process was not a simple process but a process that caused me to search deep inside me of to figure out how to survive both professionally and personally. What I learned through this process is that “Life is like photography. You need the negatives to develop.” With that being understood, I decided that I would not allow my negative actions define my future work ethics or

Im sure many people would consider not informing their chain of command of this situation given the circumstances(new to the unit and SFC Sharps reputation) and the fact that SFC Sharp is on his way out of the unit. However the ethical dilemma for me is, do I confront him, alert the chain of command or contact the Military Police to

Duplox Copiers Canada Limited is a wholly owned subsidiary of Duplox Copiers Incorporated as well as a multinational firm based in the United States. Duplox Copiers Canada Limited (DCCL) follow the classical management strategy which slightly shifts to human relations strategy in some aspects. Currently, the reputation of DCCL is at risk because of the high volume of internal and external complaints about the quality of the service provided. Also, the employee turnover rate increased which puts enormous pressure on the Technical Services Department, which is the primary source of the company revenue.

When I first transferred to midnights, and before I rode with him, I remember his voice was always on the radio. It sounded as if he was constantly busy and always into something. The first day I rode with Gary, he told me he was going to drive. As soon as we were in the car he began to show me how he worked. I quickly realized that he was not just taking up radio space, but that he was making a difference. Some officers took advantage of the new recruits and passed off all their paperwork while they socialized. It was expected by some FTO’s that the paperwork be completed correctly by the time they returned. Gary modeled the actions of an excellent officer and showed his competence and his drive to work by guiding his rookies through the

SSG Bob on 23 Sep 05 I had received a phone call at 1410 hrs. from SGT Bill stating that he had come into some money and that he had known that I was wanting to get some additional equipment for OUR SRT. SGT Bill stated that he needed myself to come in and type up a letter of justification and if I could also have SGT Jones come in as well to assist in writing this letter due to the fact that SGT Jones had been placed in charge of training folders. On notification of this I was on the phone notifing my soldiers of where they needed to be and in doing this I had also asked SPC Man if could also inform you of what I had going on in case he had seen you before me, but his telling you was not going to be your only notification, nor would I

Connecticut National Guard Brigadier General Eugene Mascolo was reprimanded as a result of an investigation where over 15 senior officers negatively portrayed him with words such as “dictatorial” and “unglued” (Whitlock, 2014). During Hurricane Irene, BG Mascolo was unable to handle the stressful operation with an inexperienced staff and reverted to a primitive style of leadership in order to achieve his desired results.

“Discipline is based on pride, on meticulous attention to detail, and on mutual respect and confidence. Discipline must be a habit, ingrained that it is stronger than the excitement of the goal or the fear of failure (Gary, 2017). As an Non-Commissioned Officer (NCO) in the Marine Corps, as leaders we must train our Marines. This requires discipline to be acknowledged and maintained, in fact, also be a receptive and considerate NCO. NCO’s are considered the backbone of the Marine Corps and we will continue to improve our skills to become great leaders that are able to balance the many traits required of a leader. Even though Discipline shouldn't warrant compassionate, you should always remain firm or Marines will get relaxed and complacent. Arguably,

Senior enlisted leadership within my fuels division at my current command interact with the principal assistance due to his third position in the department. The four chief’s who fall under my charge attempt to undermined the authority of the principal assistant and complain about his actions. Personally, I now the principal assistant has shortcomings in how he talks to individuals and his attempting to micro manage is counter productive. First, in defending the leader I listen to the issues from my chief’s concerning the principal assistant

Current founder of RMA Armament, Inc, this CEO has the heart of a servant leader. He has had numerous opportunities throughout his life to lead by embracing the heart of a servant. From previous experience, working for the Rawlins Police Department, he helped accomplish the goals of the department, contributing to the quality of life in Rawlins, WY. There he was directed under the mission of service to the community through crime prevention and partnership with the community. As a member of the US Marine Corps, he was given the opportunity to lead by example. Being our nation’s first line of defense, he was led with the purpose of “defending our nation at home, and protecting her interests abroad.” (www.marines.mil) Maries are taught to remain faithful to the mission at hand, to each other, to the Corps, and to country, no matter what. He holds a bachelor’s degree in Criminal Justice and Police Science from Colorado Technical University. Currently, he manages daily operations by overseeing sales and marketing, manufacturing, and research and development of armor plates. Furthermore, his peers would say that he is a trustworthy, honest businessman with a passion for saving lives. Due to the distance between Alabama and Iowa, this interview takes place through a series of emails and phone conversations. Mr. CEO was a very humble, wise man that gave great insights into true leadership.

I have supervised PEO Steve Cravero #65944 since January 2017. PEO Cravero is a very knowledgeable officer and was assigned to work as a floater on B Platoon. As a floater he would be assigned to work in different Divisons when the regular assigned officer is absent. PEO Cravero is very familiar with most of the Divisions at Parking West however he was not always happy working in some Divisions. During this evaluation period PEO Cravero has only met his set performance two out of ten Compress Work Week Cycles. PEO Cravero is an Officer who strives for success and requested being assigned to a be permanently assigned an area whenever there is an opening becomes available. As of July 2017 he was permanently assigned to work in 23

Too often in business as well as the military, “If it ain’t broke, don’t fix it” (Powell, C #7). Too often the command as well as enlisted soldiers will use this analogy to continue to do what they have always done and fight change. Also this leads to allowing small details to be overlooked because it’s been allowed before, these small details, such as production schedules become larger details. These small little details will cause larger details to be overlooked in the future. This culture will foster reactivity instead of promoting proactivity (Powell, C #7). This type of culture is a struggle for leaders to change in the National Guard because of the hometown mentality, all though we strive to keep the since of community in our units as leaders we have to be the supporters of change. Be able to answer the “why” when it is necessary to move in a different direction, we have to be able to always look beneath the surface and not take situations at face value. When we have questions or concerns as long as they are morally and

This had to do with resources that I spent my personal money on. Sergeant Unseemly was constantly envious of my creative strategies to increase my recruiting production. He once referred to me as a “one upper”, but this perception was far from the truth. The Air Force had already provided us with our own business cards, but I did not think that the Air Force-issued cards had enough flare. I took matters into my own hands and decided to create and order my own custom business cards with my official military photo in the right hand corner. I eventually realized after a few years that I had more business cards being removed than people actually calling me to join the military. The numbers were not quite adding up, so I made the decision to do my own detective work. I discovered that not only was Sergeant Unseemly throwing away my business cards that were placed outside of our office for interested leads to pick up, he was also in my designated high schools telling school counselors that he was the new recruiter. As he took my business cards out of schools, he replaced them with his own. This was the final straw for me, and I decided it was a must that I expose him to our superiors. Sergeant Unseemly could not deny these actions considering that high school staff had witnessed this

I immediately decided to use my past USMC experience, professionalism, and CRM training to make this trip as successful and tolerable as possible. There are many strong personalities and many pilots have their own techniques in the Marine Corps. I had to be flexible before and that is what I did on this trip. I knew if I followed SOP then I am doing my job and that is the expectation of any crewmember. I maintained my professionalism by going in with an open mind about the Captain and not with preconceived negative opinions based on the stories of others. During the trip if he was negative or condescending I let it roll off my back and focused on the next task at hand. As a former F/A-18 instructor we always stressed to students to compartmentalize and not dwell on mistakes. I made myself the student. I asked for the Captain’s techniques on various actions. I respectfully asked him to mentor me during the trip and make me a better First Officer and pilot. This technique worked very well. The Captain,

PFC Reyes on 1 MAR 2017 you will be attending the Soldier of the month board for 2-20th FA 75th FAR. This is not your first board and now you know what to expect. This counseling is to inform you of things that you need to consider prior to entering into the Soldier's board. At this time I know you have been studying diligently and improving your military knowledge. As your team leader I know how stressful it can be when you have doubts or when you are in front of Noncommissioned Officers and they are asking you questions. Stay calm for every question you might not know to the ones you do not remember their is plenty of questions you will know. Remember do not harbor on one question stay motivated and worry about the ones you do know. Stress