Integrating Deck Departments

1. What does this split-department situation do to your efficiency as a manager, and how can you compensate for this change?

It is clear that an effective officer will motivate his crew by; showing full out support and positive reinforcement when the subject(s) are acting well, correcting the subject(s) when there has been a wrongdoing, and providing negative reinforcement when there is evidence of repeated misbehaviors.

5. Some subgroups will have accepted the informal standards about crew behavior while others will not. The crewmen who have been with the company for a longer period of time may have grown accustomed to the current standards. The new crewmen on the other hand may disagree with the standards and try to implement new ones. Since Kilkenny management considered the leader and assistant leader to be excellent foresters and teachers, I believe they will implement new strategies which will better benefit the crew as a whole.

1. The ramifications of the Coast Guards' High Year Tenure (HYT) program have caused essential enlisted members to seek new employment, not by choice of their own. Bench marks set by the program has shortened the careers of both junior and senior enlisted members. Because of this Aviation rates are top and bottom heavy with a lack of middle management, over 300 short at the E4/E5 level to be specific. High Year Tenure benchmarks known as Professional Growth Points (PGP) need to be updated.

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

We think it is in the best interest for Jim Barton to reorganize the IT talent in a central “shared services” organization so the talent pool is available to entire organization. This will help the IT technical employees engaged in their day to day job function as this option will provide the opportunity to work on various projects requiring an array of technical skills. Cho’s conservation with Jim Barton (drawing upon the Jazz analogy and we can reference some key lines which Cho used to describe his Jazz performance) revealed a lot of important points about Cho liking the idea of a centralized shared services organization. Ivan Korsky is still a problem that IVK needs to resolve and may be putting him in a shared services organization will keep him more engaged on IVK job responsibility; currently his primary responsibility is Alpha3 project and he seems to be working “part-time” on the project (I may be wrong but what I think we can mention is that may be the Aplha3 project may not be as technically challenging to Ivan thereby allowing his to focus on his personal projects; putting him in a centralized shared services organization may be will keep him busy!)

My warrior mentality has been challenged more than once during my time at Marine Raider Training center and many times I have failed allowing my leadership to reflect poor judgement and decision making. With Sergeants course and a few attitude changes I have been able to bounce back and see the Marine Corps for what it is: a great organization that has enabled me to be a better person. However we still have a long way to go as a community in order to perform at the highest level possible. I am grateful for the good things my unit does such as promotion panels. However I am not blind that we as a unit have room for improvement, with me taking control of building the welcome aboard brief I believe we can be on step closer to sustaining the

The two factions appear as though they are spending more time on worry about the other, than actually performing their duties. Thus, there is an internal divide that is creating strife and reducing the effectiveness of the department’s abilities and responsibilities. The department is also likely appears foolish to the community due to the different ideologies presented; furthermore, a single excessive force incident by the militaristic portion could ruin the image of those attempting to exercise their duties

Such a move would provide security managers, already working for the Department of Defense, the ability to move to the battalion and brigade level, further reducing the cost of hiring additional CISSPs as well as bolstering training, and local security. Joint Base San Antonio recently has undergone network consolidation, once implement throughout armed branches of the Defense Department. It is estimated the worldwide consolidation will reduce the 1,000 security stack in operation to just 50 (Erwin, 2013), making the defense of network resources

Five weeks at the U.S. Coast Guard (CG) Chief Petty Officer Academy (CPOA) has inspired my spirit, strengthened my body, and encouraged my heart. Week-by-week, the CPOA has been one of the most influential periods of my life. Through guided self-introspection, a safe and positive environment, establishment of goals, insightful challenges, and rigorous physical activity, increased blood flow has flooded my stagnant cellar, cleansing the dust and cobwebs that lay dormant. With 12 years active duty, I am a Boatswain’s Mate (BM) by trade and Executive Petty Officer by title. My career-long goal has recently been realized, for I am the Prospective Officer in Charge of USCG Station Apra Harbor in Guam. I have an amazing 2.75-year-old

I agree with you there needs to be order or there is chaos so with organizational structure gives all parties the information or ways to get information to accomplish the goal. When I was in the U. S. Navy there was structure with a chain of command and if you did not follow it you had to answer to your commander. You also knew your place in the chain of command and be prepared to answer any and all questions that were addressed to you while having respect for the party that was addressing you. Just think of it this way what if we were aboard ship and decided to go back to Hawaii without the superior officer’s orders then we would probably all end up in the brig.

My unit, like most units in the Marine Corps, has some short comings that I have observed when it comes to sustaining the transformation. Every unit in the Marine Corps, from the Victor Units to the El Maco shops, all have a rich history and many of them exhibit their pride. My unit does an

Regrettably, the Marine Corps' approach to many of its recent character challenges has been somewhat reactive and repressive. A bucket of cold water thrown onto a raging fire in the form of a power point class on ‘what not to do’ added to the annual training bulletin or a non-judicial punishment is not enough. These efforts do have a role but despite such efforts public and media skepticism abounds and the character of the force is not necessarily improved. The forces' disdain for these initiatives has even become mundane, commonly thought of as hardly worthy of comment or reflection. Nothing could be further from the truth. This reflexive, unthinking mistrust and disgust reduces unit morale, good order and discipline, and adherence to lawful

In order for departments to provide high quality and unbiased service, departments need to have integrity and hold individuals accountable for their behaviors and/or actions. For this to be effective, it needs to start at the top and work its way down the chain of command. Once officers see ranking officers being a good role model the officers would fall into place. However, if the top of the chain of command does not make a good role model then the officers will feel that they could do what they want since the

The Army Crew Team is in utter frustration since the team that consisted of the top 8 members with excellent strength and condition, rowing technique, and psychological dimension kept frequently losing the JV team before the national championship race. Facing with this problem, Coach P. hold a meeting with the team members to discuss about the problems among the team. Now on, he has to make a decision among the choices of switching the Varsity and Junior Varsity boat, switching individual boat members or intervening to improve the Varsity boat’s performance.