Dissertations / Theses: 'Army officers'

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Elg, Johan Erik. "Wargaming in military education for army officers and officer cadets." Thesis, King's College London (University of London), 2018. https://kclpure.kcl.ac.uk/portal/en/theses/wargaming-in-military-education-for-army-officers-and-officer-cadets(3289d976-d69b-47c7-aa5a-569553a95a97).html.

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Wargaming has been part of military curricula for about 200 years since the introduction of Kriegsspiel, but it is still something of an art form. This thesis attempts to theorise the practice of military educational wargaming, and specifically to explore why such wargaming takes the form it does. The thesis is limited to army educational wargaming for officers and officer cadets. Wargaming for analytical purposes, and political and strategic gaming, are excluded. Instead, the focus is on army educational wargaming at the tactical level, which is arguably more comparable between countries. The research method combines an exploratory approach influenced by grounded theory with a comparative case study approach encompassing three successive levels of army officer education in five countries: Sweden, Germany, the United Kingdom, the United States and Japan. The research indicates the central importance of individual game directors. This is particularly evident when wargaming forms evolve. The main concern of the individual game director is how to achieve instructor buy-in. This core category encompasses control, credibility and comfort. Three methods, or strategies, were discovered regarding how to achieve instructor buy-in. Those three strategies are: innovative active learning, simple standardising and control & veiling. This discovery contributes to new substantive theory, as it explains how specific army educational wargaming forms commence, evolve and are discontinued.

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2

Cannon, Patrick M. "A system for projecting officer promotions for field grade officers in the United States Army." Thesis, Georgia Institute of Technology, 1985. http://hdl.handle.net/1853/28937.

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McElroy, Jeremy S. "Optimizing the distribution of U.S. Army Officers /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Sep%5FMcElroy.pdf.

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McElroy, Jeremy S. "Optimizing the Distribution of United States Army Officers." Thesis, Monterey, California. Naval Postgraduate School, 2005. http://hdl.handle.net/10945/1969.

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The U.S. Army distributes its 51,000 competitive category officers among manning targets specified by location, rank and skill that change over time in response to changing requirements. The officer inventory also changes over time and does not exactly match the manning target requirements. The Army responds to imbalances by redistributing officers in order to provide each location with the minimum required officers while minimizing the number of unfilled targets and excess officers at each location. This thesis focuses on branch officers, branch targets and generalist targets with ranks from Branch Qualified Captain to Colonel. Using data provided by the Army, we formulate an integer programming model called DISTRIBUTOR. When DISTRIBUTOR allows all officers in the inventory to move, it finds only 340 unfilled targets but this requires 4,688 or 28% of the inventory to move. We reduce the number of moves by using DISTRIBUTOR in two sequential steps. The first step optimally distributes officers at each location and identifies the excess officers and unfilled targets at each location. The second step takes the excess officers and distributes them to unfilled targets at other locations. The two-step leaves only 346 targets unfilled (6 more) but requires only 1,373 or 8% of the inventory to move. By allowing rank substitution DISTRIBUTOR can reduce the unfilled targets to 70.

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Oli, Ahmad Bir Bikram. "Revolution, military personnel and the war of liberation in Bangladesh." Thesis, Oxford Brookes University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.289143.

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The study has focused on the role and motivations of the Bengali military officers in the Pakistan Army during the initial but critical phase of the Liberation War of 1971. Unlike the military in some other Third World Countries, at that point of time, the Bengali military officers made a move neither for grabbing political power nor for replacing a corrupt or inept regime but for establishing an independent state of Bangladesh. The concept of liberation war has been used in this study in the sense of an internal war between East and West Pakistan. The aims of this thesis are to explain why the Bengali military officers became actors in the Liberation War of 1971, how they were motivated for this war, when they took the crucial decision to revolt and declare independence of Bangladesh and how they proceeded till the formation of the Bangladesh Government-in-exile. The findings are also noteworthy. The Bengali political leaders prepared the people of East Pakistan for a revolutionary movement, but at the critical moment they faltered. As one of the dominant social forces in East Pakistan, the Bengali military officers watched from close quarters how the ethnically, linguistically and culturally different East Pakistanis were subjected to the discriminatory policies of the ruling elite in Pakistan which led to the wholesale alienation of the Bengalis. The 1970 general election worked as a catalyst to sharpen the east-west confrontation still further. The post-election negotiation between the political leaders of East and West Pakistan was used by the ruling elite of West Pakistan as a ploy to strengthen theirmilitary strength in East Pakistan, because they already decided to undertake a military solution to the political crisis, in fact for crushing the revolutionary movement by force. The Bengali military officers, who were deeply motivated by nationalistic aspirations, knew what was happening in the cantonments. That prompted them to take the critical decision of revolting from the Pakistan Army, declaring independence of Bangladesh and starting the Liberation War from 25 March 1971 when the political leaders were in disarray. Not only did they start the war but also continued the Liberation War on their own till 17 April 1971 when the Bangladesh Government-in-exile was formed to take it up. The Bengali military officers then accepted the command of the Bangladesh Government and ultimately came out victorious on 16 December 1971 through a grueling nine-month long Liberation War

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6

Ellert, Robin Kathryn. "Leadership competencies needed by future army education services officers." Click here to access dissertation, 2008. http://www.georgiasouthern.edu/etd/archive/spring2008/robin_k_ellert/ellert_robin_k_200801_edd.pdf.

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Thesis (Ed.D.)--Georgia Southern University, 2008.
"A dissertation submitted to the Graduate Faculty of Georgia Southern University in partial fulfillment of the requirements for the degree Doctor of Education." Under the direction of Lucindia Chance. ETD. Electronic version approved: May 2008. Includes bibliographical references (p. 99-112) and appendices.

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7

Wrobel, Thomas David. "The junior officers of the Roman army, 91BC - AD14." Thesis, University of Oxford, 2009. http://ora.ox.ac.uk/objects/uuid:e6443c52-39b1-4519-9e71-6e73df0ad020.

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This thesis examines the evolution of the junior officer positions of the Roman army in the period 91BC – AD14, and the motivations, background, and status of their holders. Two introductory chapters consider the nature of the available evidence and the way in which the agendas and survival patterns of our sources have influenced modern perceptions. There follow three chapters of diachronic analysis, each analysing the number of officer positions available, the roles and functions of the junior officers, and the status of the junior officer positions in the periods 91 – 50BC, 49 – 31BC, and 30BC – AD14, and finally three thematic chapters examining professionalism and other motivations for service, the perception of service as a junior officer, and the role of the municipal elite within the junior officer corps. In addressing these issues, the thesis challenges the modern view that the junior officer corps suffered a dramatic decline in status at the start of the first century BC through unwillingness to serve on the part of the Roman social elite. Instead, emphasis is placed on the important changes which occurred within the junior officer corps during the period 49 – 31BC, when the increasing demands for both manpower and loyalty among the warring commanders had a significant impact on both the junior officer positions and the men who held them, and which also led to innovation in the organisation of auxiliary forces. The reforms of Augustus that followed, and the junior officer corps of the earliest years of the Principate are also discussed, in particular the notable military innovations of the Augustan period and the role of the Italian and provincial equestrian ordo. Furthermore, this thesis analyses the development of professionalism within the junior officer corps and the perceptions of service as a junior officer as expressed in literature as well as in epigraphic and iconographic commemoration. The thesis concludes with a series of appendices which list all attested junior officers of the period, as well as those considered junior officers by modern authorities, with discussion of those officers whose careers or dating might be considered controversial.

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8

Doganca, Erkan. "Officer career paths and the effects of commissioning sources on the survival patterns of Army officers." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Sep%5FDoganca.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, September 2006.
Thesis Advisor(s): Stephen L. Mehay, Kathryn M. Kocher. "September 2006." Includes bibliographical references (p. 137-139). Also available in print.

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Carroll, Chad G. Straughan Dulcie Murdock. "The U.S. Army Public Diplomacy Officer military public affairs officers' roles in the global information environment /." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2007. http://dc.lib.unc.edu/u?/etd,924.

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Thesis (M.A.)--University of North Carolina at Chapel Hill, 2007.
Title from electronic title page (viewed Dec. 18, 2007). "... in partial fulfillment of the requirements for the degree of Master of Arts in Mass Communication in the School of Journalism and Mass Communication." Discipline: Journalism and Mass Communication; Department/School: Journalism and Mass Communication, School of.

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10

Dobson, Paul Michael. "The validation of the selection of male British army officers." Thesis, City University London, 1991. http://openaccess.city.ac.uk/7974/.

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This report places the Regular Commissions Board in its historical context, considers the previous validation research into the Regular Commissions Board and the War office Selection Boards, outlines the current officer selection and training procedures, and then describes the research methodology. The research analyzes the validity, utility and fairness of the Regular Commissions Board as a method for the selection of army officers. The research suggests that the Regular Commissions Board is moderately predictive of training and regimental performance, although little direct evidence is found that the Board is able to validly identify those who will be able to lead a platoon after training. It is estimated that the Regular Commissions Board is cost-effective though perhaps not necessarily cost-efficient. It is concluded that whilst there is some evidence of adverse impact against State educated schoolboys the Regular Commissions Board appears to be an acceptably fair selection mechanism. After a discussion of the findings, the conclusions and recommendations made to the Secretary of State for Defence are reported. These include the consideration of a mechanism which will provide the various parts of the army involved in the assessment and training of young officers with objective information on the qualities required and knowledge of success in identifying and developing such qualities; the introduction of a system of routinised validation; an investigation into the nature of the evidence available to Board members; and the need to assess the validity and fairness of the Board against more objective and independent criteria. Finally, some reflections and wider implications of the research for selection theory and practice are discussed. These include the value of assessment centres, the limitations of traditional validation as a catalyst for change and of validity and dollar utility as indicators of satisfactoriness and benefit, and the frequent insensitivity of social science conclusions and recommendations to alternative statistical assumptions.

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Duncan, Andrew George. "The military education of junior officers in the Edwardian army." Thesis, University of Birmingham, 2017. http://etheses.bham.ac.uk//id/eprint/7634/.

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This thesis charts the military education of junior Edwardian army officers, moving chronologically through key aspects of the process. It examines the detail of curricula at Sandhurst and Woolwich, the prevalence of entry via auxiliary forces and the military knowledge of men who gained commissions by that route, the training and study officers undertook after commissioning, and the education available at Camberley and Quetta. It thus offers a holistic examination of officer education. It concludes that there was a strong and growing professionalism among the junior commissioned officers, founded on their acquisition of skilled expertise and their expectations of advancing in their careers on the basis of professional merit. This thesis contributes to broader debates in three ways. Firstly, by going beyond existing studies which focus heavily on the upper echelons of the officer corps, it allows a more complete examination of the competence and military capacity of the Edwardian army. Secondly, it contributes to discussions on professionalism and processes of professionalization at the beginning of the twentieth century. Thirdly, it considers the nature of the training and education that the Edwardian Army undertook and seeks to locate this within discussions on the proper form and objectives of officer education.

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12

Whitehead, Ian Richard. "Medical officers and the British Army during the First World War." Thesis, University of Leeds, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.437191.

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Johnson, Scott Randolph. "A Phenomenological Study of Cross Gender Mentoring Among U.S. Army Officers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3686.

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Leader mentoring in the military has not been well researched, especially that involving cross-gender pairings. A phenomenological study was conducted to gain insight into the perceptions, thoughts, and feelings of military officers regarding their decision to engage in mentoring, to include with members of the opposite gender. Semistructured interviews were conducted with 20 male and 20 female U.S. Army senior commissioned officers to collect information regarding mentoring selection perspectives and decisions and to examine emerging themes, concepts, and patterns, using NVivo 11 Pro Plus. Negative themes that emerged among both male and female participants concerned adverse perceptions of members within the organization, including perceptions of inappropriate relationships, sexual contact, unprofessionalism, rumors, mal-intent, and concern for impact on spouses. Positive themes among both male and female participants included feelings regarding success, career progression, promotions, opportunities, sharing, leadership, developing, and increased potential. Participants also expressed their amenability to mentoring officers of the opposite gender, with varying degrees of expectation for success. Understanding how military officers perceive, think, and feel regarding mentor selection will provide U.S. Army leadership with useful information that can promote positive social change among the officer ranks and will help leaders better understand the mentor and mentee relationship. This will have a positive impact on the U.S. military's efforts to ensure that all female officers receive effective mentoring and socialization.

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14

Ramdass, Vic Grafton Carl. "An examination of the factors influencing the decisions of United States Army aviation officers to leave the army." Auburn, Ala., 2005. http://hdl.handle.net/10415/1285.

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15

Huffer, Donald Breeze Mendham. "The infantry officers of the line of the British Army 1815-1868." Thesis, University of Birmingham, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391305.

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Shakespeare, Karen. "Knowing, being and doing : the spiritual life development of Salvation Army officers." Thesis, Anglia Ruskin University, 2011. http://arro.anglia.ac.uk/211700/.

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This research is rooted in my professional practice at the newly established international Centre for Spiritual Life Development (CSLD) of The Salvation Army. It is designed to develop a foundation which can shape and enhance the policy and provision of the CSLD. It seeks to answer two questions: How do Salvation Army officers sustain and develop their personal spiritual life in the context of an activist, missional organisation? In what ways can the Centre for Spiritual life Development facilitate and support this process? The research methodology is qualitative, bringing responses to a written questionnaire and semi-structured interviews into mutual critical dialogue with the conceptual framework, which is drawn from the theology and history of evangelicalism and evangelical spirituality, and the theory of theological and vocational education. This has generated a rich description of spiritual life development in Salvation Army officers in the 21st century, leading to new understanding. The empirical research focused upon a particular constituency, delegates to the International College for Officers, thus facilitating understanding of the difference encountered in an organisation that has both global and local influences. It confirmed an expected diversity of understanding and practice in three major areas; definitions of, and practices leading to, spiritual life development; the means used by officers develop their spiritual lives; and the relationship between practice and the spiritual life. The work contributes to academic knowledge about The Salvation Army by locating the organisation, and Salvationist spirituality, within the framework of evangelicalism. A proposal to encourage a holistic understanding of spiritual life development using a process of reflection based upon the integration of, and interrelationships between, ‘knowing, being and doing’, offers a way forward that is applicable in a range of contexts. The evolution of my professional practice during the period of the research demonstrates that the foundations of new policy and practices are taking shape. It therefore contributes to the field of practical theology, as the integration and mutual critique of practice, spirituality and educational theory have led to new understanding and new practice.

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Elliott-Wright, Philipp J. C. "The officers of the Irish Brigade and the British Army, 1789-98." Thesis, University of Leeds, 1997. http://etheses.whiterose.ac.uk/21155/.

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This is a study of the reaction of the Irish Brigade's officers to the French Revolution and that event's role in ending the restrictions on Catholics holding commissions in the British Army. The eighteenth century had seen considerable strides in Establishment attitudes as well as legislation which mitigated the seventeenth century legal restrictions on Catholics but the ultimate step of commissioning Catholics into the Regular Establishment of the British Army, the guardian of the Protestant Ascendancy, required the trauma of the French Revolution. Ironically, the changed ideological perspective which saw Catholics metamorphosize from the traditional enemy into persecuted ally also produced a coherent body of professional military officers in the guise of the emigres of the Irish Brigade. Their general reaction to the Revolution, mirroring that of their French brethren, re-enforced and confirmed their intrinsic identification with the established order. This permitted the creation, in October 1794, of the British Army's first established formation of Catholic officered troops in the shape of a re-raised Irish Brigade. Even then, substantive legislative changes were ultimately eschewed in favour of the established practice of not asking awkward questions. That the Brigade was ultimately reduced in December 1797 was due to administrative confusion, financial uncertainty and poor recruitment common to many freshly raised formations throughout the British Army, not to latent denominational prejudices amongst elements in the Ascendancy, at Westminster and at Court. Residual prejudice however ensured that it would only be in the aftermath of the Napoleonic conflict that the formal, if unenforced, statutory prohibitions were finally removed.

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Shelley, Johnette Joy. "Significant indicators of intent to leave among army dental corps junior officers." Thesis, University of Iowa, 2010. https://ir.uiowa.edu/etd/739.

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Objective: To identify the significant predictors associated with Army Dental Corps Junior Officers' intent to leave the military. Methods: A secondary data analysis was conducted utilizing the responses from the 2009 Army Dental Officer Retention Survey. The 92 item questionnaire consisted of questions addressing retention issues. Although the survey was distributed to all Army dental officers, only results from junior officers were considered for this study. Results: Forty-six percent of junior officers completed the survey (N=577; n=267).Fifty-eight percent of respondents reported an intent to leave the military prior to retirement. In the final regression model, six variables were significantly (p < .05) associated with an officer's intent to leave: unit of assignment (p<.009, Beta=.144); specialty training status or area of concentration (AOC) (p< .047, Beta=.098) ; age (p<.002, Beta= -.133); military lifestyle (p<.001, Beta=.236); benefits (p<.000, Beta= -.408) and professional development (p<.023, Beta=.194). The model accounted for 45.7% of the total variance. Conclusion: Variables other than pay, bonuses, deployments, frequent moves and student debt were significantly associated with intent to leave. Future studies should be conducted to more fully understand how the identified significant predictor variables impact intent to leave so that policies can be developed to help reduce turn-over among junior dental officers.

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Dominguez, Joe Manuel. "Army Junior Reserve Officers' Training Corps (JROTC) handbook for high school students." CSUSB ScholarWorks, 1999. https://scholarworks.lib.csusb.edu/etd-project/1715.

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20

Garrington, Jim. "Practicum, apprenticeship a training proposal for the European School for Officers Training, Basel, Switzerland /." Theological Research Exchange Network (TREN), 1988. http://www.tren.com.

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21

Deeks, Roger. "Officers not gentlemen : officers commissioned from the ranks of the pre-First World War British regular army, 1903-1918." Thesis, University of Birmingham, 2017. http://etheses.bham.ac.uk//id/eprint/7822/.

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The British army officer commissioned from the ranks had become a rare and politically contested phenomenon in the years leading up to the First World War. This research addresses a previously unexamined phenomenon; how the conflict saw almost 10,000 commissions awarded to soldiers from the ranks of the pre-war British Army, and over 7,000, of these were ‘permanent’, constituting 42 per cent of regular army commissions. This was deeply threatening to the identity of gentleman-officers that had embedded a culture of gentlemanliness parsed into the rules and behaviours that governed army life and the homo-social space of the officers’ mess. This investigation shows the emergence of the ranker officer identity, progressively defined during the war through a process of Othering in terms of socio-cultural differences, particularly presentation and speech. The post-war officer class resumed its pre-war social and cultural character, maintaining its exclusivity and ethos and the ranker officer was increasingly caricatured in the discourses surrounding regimental officering and Englishness. The ranker officer, is fully examined for the first time in this thesis and this examination crucially informs our understanding of the persistence of an elite through the continuing gentlemanly appropriation of British army officer identity.

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22

Beresh, Marian. "The Reintegration Experiences of Enlisted Army and Navy Non-Commissioned Officers After Combat." Kent State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=kent1446581991.

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23

LeBoeuf, Joseph N. Jr. "Institutional - occupational value orientations and a multidimensional view of commitment among army officers." Diss., Georgia Institute of Technology, 1994. http://hdl.handle.net/1853/30071.

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Kahraman, Kemal. "The effect of advanced education on the retention and promotion of army officers." Thesis, Monterey, California. Naval Postgraduate School, 2007. http://hdl.handle.net/10945/3588.

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This thesis examines the relationship between advanced education and the retention and promotion of Army officers. It uses data from the Active Duty Military Master File for Army officers who were commissioned between 1981 and 2001 and tracked until 2004, or until they separated from active duty. Results of survival analysis indicate that survival functions differ significantly with level of education, and that advanced education has a positive effect on both the retention and promotion of Army officers. Compared to an officer with a baccalaureate degree, the survival time of an officer with a masterÎ±s degree, a doctorate degree, or a professional degree is greater by 29.1 percent, 23.9 percent or 8.2 percent, respectively. An officer with a masterÎ±s degree, a doctorate degree, or a professional degree has a hazard of leaving the Army that is 38.3 percent, 44.4 percent, or 75.6 percent, respectively, of that of a college graduate. Compared to an officer with a baccalaureate degree, the length of time to promotion to O-4 for an officer with a masterÎ±s/doctorate degree or a professional degree is 0.2 percent shorter or 2.4 percent shorter, respectively. An officer with a masterÎ±s degree or doctorate degree has a hazard of promotion that is 115.3 percent of that of an officer with a college degree. Having a professional degree has no significant effect on the hazard of promotion.

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Walsh, Damon T. "Preference for user experience on the part of Army FA 97 contracting officers." Thesis, Monterey, California. Naval Postgraduate School, 1993. http://hdl.handle.net/10945/26707.

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There is an apparent contradiction within the U. S. Army Acquisition Corps between the stated intent to capitalize on the operational experience of the military members of the Corps, and the philosophy used in distributing officers within the Corps. Following enactment of the Defense Acquisition Workforce Improvement Act in 1990 the Army created the Army Acquisition Corps (AAC). A review of the billets available for Functional Area 97 contracting officers, however, reveals that well over half of the positions are coded for branch immaterial officers, meaning any officer from any branch can fill the slot. The objective of this thesis is to examine the rationale behind the current organization of contracting personnel in an attempt to determine whether there should be more FA 97 positions coded to require branch, or branch-type, specific officers, as well as to identify where the billets should be. A survey of 175 senior officers in the AAC was conducted in order to gauge the level of command preference for user experience on the part of contracting officers. Respondents indicated that: an increase in the level of emphasis placed on branch coding FA 97 billets should be beneficial but that a determination as to the cost of an increased reliance must first be made; the best level for branch coding decisions is at the organizational level; and there does exist a relationship between the Career Management Fields and the AMC MACOM commodity group organization. Additionally, the research indicated that there are no existing prohibitions in place that prevent, or bar, the assignment of contracting officers with user experience to FA 97 billets

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Hayden, Lewell Patrick. "Factors influencing the career orientation of junior officers in the United States Army." Thesis, Monterey, California. Naval Postgraduate School, 1985. http://hdl.handle.net/10945/21333.

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Roeder, Tobias Uwe. "Professional identity of army officers in Britain and the Habsburg Monarchy, 1740-1790." Thesis, University of Cambridge, 2018. https://www.repository.cam.ac.uk/handle/1810/277825.

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This thesis explores the existence and outlook of a European officer class in the mid- to later 18th century by studying the army officers of Britain and the Habsburg Monarchy from the War of the Austrian Succession to the eve of the French Revolutionary Wars. It illuminates the character of such an officer class of ‘Military Europe’ with its own cultural customs and practices. Furthermore, it details similarities, differences and peculiarities of both officer corps. This is achieved by analysing the social and national composition of both armies, with a focus here on the Habsburg Army due to the fact that it took in great numbers of foreigners and that the muster lists give an indication of how great the proportion of nobility was. A comparison with the British case shows striking similarities but also obvious differences. In a further step the ability of individuals for social advancement and national mobility is scrutinised on both sides. In this context, the state’s care for its officers and their social security is also taken into account. One possibility to acknowledge the officers’ service was to raise their status, either by ennoblement or through increasing the prestige of the uniform in court and society, its transformation into an ‘Ehrenkleid’ (garment of honour). As officers increasingly became servants to the state, rather than noble retainers and military enterprisers, they were also subject to professionalization efforts by the sovereigns. What becomes apparent, however, is that the officers did not only react to such measures but that at least a significant part of them actively worked on improving the service, thereby exhibiting a growing professionalism. In order to explore the coherence of the officer corps in those armies, with officers all following the same codes and accepting each other as equals, the thesis looks into core values (including honour, duty, courage and loyalty) binding them together and separating them from the enlisted men. The thesis will also offer a glimpse of their engagement with civilian society and culture as well as their role as ‘foot soldiers of Enlightenment’. On a European level, interaction between these officers proves their general acceptance of and respect for each other, while at the same time acting as state representatives in wartimes. Their interaction with non-European and non-state military forces and their leadership marks out the fluid boundaries of military Europe, but also exhibits the pervasiveness of European military culture.

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Harper, Anne. "The Soldier 360°Orgram: Strengthening Combat-Exposed, Noncommisioned U.S. Army Officers' Interpersonal Sensitivity." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3610.

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Interpersonal sensitivity is a foundational component of interpersonal relationships. It encompasses an individual's self-concept and self-identity, which are formed as the individual develops. An individual's self-concept develops from the norms and mores of his or her society. Soldiers in the U.S. Army have been trained to form a repurposed self to engage in combat and work in combat-focused jobs. The consequence of this training in many cases has been diminished interpersonal sensitivity that has been detrimental to their interpersonal relationships. The Soldier 360° course is a comprehensive treatment program that takes a holistic approach to providing soldiers with self-empowering tools designed to create healing and wellness from the inside out for the individual and for his or her relationships. Deidentified data obtained from Soldier 360° participant scores on the Symptoms Checklist-90-Revised and the Quality of Life Inventory were measured using repeated-measures analysis of variance to examine the effect, if any, of the Soldier 360° program on soldiers' interpersonal sensitivity and overall quality of life. Furthermore, changes based on marital status, parental status, and gender were examined. The findings of this quantitative analysis indicated that there is improvement in the interpersonal sensitivity of participants in the Soldier 360° program; however, no significant effect was found in the categorical examinations. This research contributes to positive social change by expanding knowledge researchers, practitioners, and soldiers themselves can use to help soldiers reclaim their lives, maintain successful relationships, and reduce incidence of suicide.

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Williams, Terra. "Transformational Leadership and Job Satisfaction of Retired Army Noncommissioned Officers in South Korea." ScholarWorks, 2012. https://scholarworks.waldenu.edu/dissertations/533.

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Organizations, including the military and their managers, have used transformational leadership for over 30 years to increase job satisfaction. The purpose of this correlation research study was to determine whether a relationship existed between transformational leadership and job satisfaction among retired Army noncommissioned officers who had rejoined the military workforce in South Korea. The research question was grounded in a synthesis of theories concerning transformational leadership and job satisfaction. The Multifactor Leadership Questionnaire (MLQ5X), the Job Descriptive Index (JDI), and Job in General (JIG) scales were used to gather data from 141 participants. Univariate analyses were used to document that MLQ5X transformational leadership subscale scores were high among the participants, and that they were satisfied with their jobs along all JDI/JIG subscales, except opportunity for promotion. Linear regression analysis and the chi-square test of independence were used to test associations between MLQ5X and JDI/JIG scores. The results from the linear regression indicated no significant relationship existed between transformational leadership and job satisfaction. To compensate for violations of parametric assumptions, a chi-square test was conducted with MLQ5X and JDI/JIG scores recoded into high/low transformational leadership and 3 levels of satisfaction (dissatisfied, undecided, satisfied). A significant association between transformational leadership and job satisfaction was observed. The combined results contributed to the conclusion that transformational leadership can contribute to job satisfaction, but that it can also lead to dissatisfaction if organizational conditions do not support the approach. The study contributes to positive social change by inform planning to improve higher morale and increased productivity among soldiers.

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Schultz, Ryan M. "Mutual Defense: Japanese Officers and National Soldiers in the Manchukuo Army, 1932-1945." The Ohio State University, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=osu1557183661528936.

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Leed, Maren. "Keeping the warfighting edge : an empirical evaluation of Army officers' tactical expertise over the 1990s /." Santa Monica, CA : RAND, 2000. http://www.rand.org/publications/RGSD/RGSD152/.

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Robare, William M. "Guidance for Army Contingency Contracting Officers in preparation for Military Operations Other Than War." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA378062.

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Thesis (M.S. in Management) Naval Postgraduate School, March 2000.
Thesis advisor(s): Naegle, Brad ; Hocevar, Susan P. "March 2000." Includes bibliographical references (p. 133-135). Also available online.

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Whittenberger, Kris. "We were cadets ROTC socialization vs. self-selection in the development of army officers /." Connect to resource, 2006. http://hdl.handle.net/1811/6530.

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Thesis (Honors)--Ohio State University, 2006.
Title from first page of PDF file. Document formatted into pages: contains 52 p. Includes bibliographical references (p. 52). Available online via Ohio State University's Knowledge Bank.

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Thompson, Sandra. "Success of the African American Female Military Field Grade Officers in An Army Environment." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2106.

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African American female field grade officers perform many missions in the United States Army and often excel in their careers. Unfortunately, the factors accounting for the success of African American female military officers' career are understudied, and this gap in knowledge may prevent younger female military officers from advancing their careers. The purpose of this phenomenological study was to understand the success factors of African American female field grade officers. Participants were women who were currently serving on active duty, who retired after serving 20 or more years, or who had resigned their commissions. Success was defined as achieving rank as a field grade officer with high levels of responsibility and receiving no negative reports. Twenty participants underwent a detailed interview that lasted approximately 60 minutes. The analysis of data consisted of applying codes to portions of each participant's responses. Once applied, new codes were modified or added when new meanings or categories evolved. Throughout this study, the participants reported challenges and barriers that were based mostly on their gender, not their race. The primary challenges reported by these women were being viewed negatively as leaders, feeling as if they had to choose between raising a family or continuing to serve while in the military, feeling unable to be as competitive as her male counterparts for promotions for certain military commands, and struggling to overcome the stereotypes that still exist. This research helps illuminate factors that are related to career success of African American female military officers. This knowledge creates a positive change in the military and in other workplaces where females are increasingly working in leadership positions.

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Hunt, P. Dwight Willhelm Stephen T. "Developing a core competency model for Information Systems Management Officers in the United States Army." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA380792.

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Thesis (M.S. in Information Technology Management)--Naval Postgraduate School, June 2000.
"June 2000." Thesis advisor(s): Haga, William ; Barrett, Frank J. Includes bibliographical references (p. 73-74). Also available online.

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Hunt, P. Dwight, and Stephen T. Willhelm. "Developing a core competency model for Information Systems Management Officers in the United States Army." Thesis, Monterey, California. Naval Postgraduate School, 2000. http://hdl.handle.net/10945/9276.

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As DoD and the Army move into the 21st Century, the technologies that abound are increasing not only volume but also in complexity. In order to manage and leverage these technologies, a clear vision needs to be articulated starting at the very top of DoD. With this vision, it will then become the responsibility of the Army's System Automation Officers (FA 53) to implement that vision. The challenge then becomes, what exactly are the core competencies, or more plainly put, what knowledge, skills and attributes must these officers possess, in order to be successful in carrying out the Army's overarching plans. Once these competencies are identified, how do we ensure our officers' success by training them in these competencies in Army and civilian institutions? This thesis examines these questions and, through use of core competency modeling (specifically, the Customized Generic Model Method), will identify the core competencies of a systems automation officer and explore avenues to improve the efficiency of the FA 53 education.

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Ha, Tae Hwan. "An analysis of the factors affecting the career orientation of junior male U.S. Army officers." Thesis, Monterey, California. Naval Postgraduate School, 1989. http://hdl.handle.net/10945/26861.

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Suryadi. "A manpower planning model for the composition of officers of the Indonesian Army personnel system." Thesis, Monterey, California : Naval Postgraduate School, 1990. http://handle.dtic.mil/100.2/ADA243092.

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Thesis (M.S. in Operations Research)--Naval Postgraduate School, December 1990.
Thesis Advisor(s): Marshall, Kneale T. Second Reader: Whitaker, Lyn R. "December 1990." Description based on title screen as viewed on March 30, 2010. DTIC Descriptor(s): Markov Processes, Promotion(Advancement), Officer Personnel, Models, Manpower, Army Personnel, Parameters, Rates, Theses, Planning, Human Resources, Schools, Policies, Indonesia, Output, Computations. DTIC Identifier(s): Grade Time In Grade Models. Author(s) subject terms: The Grade/Time-in-Grade Model, APL Prgrams, Applications. Includes bibliographical references (p. 80). Also available in print.

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Moore, Dennis. "The British army officers' corps and the foundations of the British nation-state, 1689-1700." Morgantown, W. Va. : [West Virginia University Libraries], 2000. http://etd.wvu.edu/templates/showETD.cfm?recnum=1564.

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Thesis (M.A.)--West Virginia University, 2000.
Title from document title page. Document formatted into pages; contains iii, 148 p. Includes abstract. Includes bibliographical references (p. 143-148).

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40

Breidert, John T. "Self-Assessments by U.S. Army Officers: Effects of Skill Level and Item Ambiguity on Accuracy." TopSCHOLAR®, 2009. http://digitalcommons.wku.edu/theses/60/.

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41

Stack, Wayne. "A New Zealand Style of Military Leadership? Battalion and Regimental Combat Officers of the New Zealand Expeditionary Forces of the First and Second World Wars." Thesis, University of Canterbury. History, 2014. http://hdl.handle.net/10092/10568.

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Abstract: This thesis examines the origins, selection process, training, promotion and general performance, at battalion and regimental level, of combat officers of the New Zealand Expeditionary Forces of the First and Second World Wars. These were easily the greatest armed conflicts in the country’s history. Through a prosopographical analysis of data obtained from personnel records and established databases, along with evidence from diaries, letters, biographies and interviews, comparisons are made not only between the experiences of those New Zealand officers who served in the Great War and those who served in the Second World War, but also with the officers of other British Empire forces. During both wars New Zealand soldiers were generally led by competent and capable combat officers at all levels of command, from leading a platoon or troop through to command of a whole battalion or regiment. What makes this so remarkable was that the majority of these officers were citizen-soldiers who had mostly volunteered or had been conscripted to serve overseas. With only limited training before embarking for war, most of them became efficient and effective combat leaders through experiencing battle. Not all reached the required standard and those who did not were replaced to ensure a high level of performance was maintained within the combat units. Casualties were heavy among the battalion officers, especially with platoon commanders. The constant need for replacements during both wars led to the promotion of experienced non-commissioned officers from the ranks who had proven their leadership abilities in the turmoil of fighting on the front line. Such measures further enhanced the performance of the New Zealand divisions, where a team ethos, reflective of the character of New Zealand society, was embraced. The opportunities for promotion on merit at all levels, regardless of previous civilian social class or occupation, provided a sense of egalitarianism seldom found in professional military forces. This, together with the familiarity between the officers and other ranks within the regional-based infantry battalions that formed the foundations of the forces, led to a preferred style of leadership that the New Zealanders responded well to. It was these officers who provided this leadership in the cauldron of battle who helped forge the expeditionary forces into elite fighting formations.

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Kizilkaya, Zafer. "An analysis of the effect of commissioning sources on retention and promotion of U.S. Army Officers /." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Jun%5FKizilkaya.pdf.

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Thesis (M.S. in Operations Research)--Naval Postgraduate School, June 2004.
Thesis advisor(s): Samuel E. Buttrey, Daniel R. Dolk. Includes bibliographical references (p. 69-70). Also available online.

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Dighton, A. "Army officers, historians and journalists : the emergence, expansion and diversification of British military history, 1854-1914." Thesis, University of Salford, 2015. http://usir.salford.ac.uk/37875/.

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At the outbreak of the Crimean War in 1854, Britain had only one military academy which taught Military History, the subject was overlooked at universities, few historians wrote on the topic and the government had not yet sanctioned the writing of official history. Yet, by the outbreak of the First World War in 1914, the situation was radically different. Not only had Military History come to play an important role in army education, there were several universities, including Oxford and Cambridge, which taught the subject, while the Committee of Imperial Defence had created a ‘Historical Section’ dedicated to the writing of officially authorised histories. Despite this dramatic transformation, the development of British Military History during this period has hitherto not been considered by scholars as a subject worthy of serious investigation. The meagre research which has been conducted on the subject has been limited in terms of its scope and use of primary sources. This thesis will attempt to fill this gap in the historiography by analysing the emergence, expansion and diversification of British Military History between 1854 and 1914. It will examine the different factors which led to the expansion of Military History: the need for improved military education, the requirement to collate information on recent wars, commercial opportunism, the desire to influence public perceptions and the discovery of Military History as a subject worthy of historical research.

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Geddes, Eva R. "Shaping and sustaining a community in covenant| Retention of Salvation Army officers in the U.S.A. Eastern Territory." Thesis, Nyack College, Alliance Theological Seminary, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3629061.

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This dissertation is presented to provide an accurate presentation of the current rate of attrition of Salvation Army officers in the U.S.A. Eastern Territory and to examine and explore the influence and importance of a healthy and holy community upon retention. An increased attentiveness and an intentional emphasis upon calling and covenant within the context of a consecrated community, shaping that community at the College For Officer Training, and sustaining it throughout active ministry, may ameliorate the rate of attrition and assist in retention of officers.

Chapter one provides the context of the study and a description of the problem, the purpose, the research model, and the theological framework.

The literature review in chapter two examines clergy attrition, business attrition, and the attrition of Salvation Army officers. Special emphasis is given a review of the literature concerning community and its possible influence upon retention.

Chapter three presents the quantitative and qualitative data collected from an historical database, an active officer survey, a cadet survey, a former officer survey, and interviews with particular leaders. Population, data collection, and the limitations of the measures are provided per research question and the validity and reliability of the instruments are discussed.

The findings in chapter four support the hypothesis that healthy community encourages retention; a sense of a lack of community contributes to attrition. The interpretation of the data includes the identification of the rate, causes, trends, and implications of officer attrition. The presented perceptions of community among officers all contribute to a sense of urgency to focus more effort on healthy, holy community.

The recommendations in chapter five suggest concrete ways to strengthen the covenant community through education, spiritual formation, pastoral care, and networks of personal relationship.

An appendix (F) provides a comprehensive outline of an Integrative Curriculum for Spiritual Formation for the College for Officer Training.

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Thomas, Keith Trevor, and mikewood@deakin edu au. "Understanding educational process in leadership development." Deakin University. School of Social and Cultural Studies in Education, 2003. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20051110.134710.

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This thesis is a case study of educational process in the leadership development program of the Australian Defence Force Academy. The intention is to determine the relative emphasis in educational process on the conventional command and managerial compliance (Type A) style and the emergent contingent and creative (Type B) style of leadership. The Type A style is theorised as emphasizing hierarchy and control, whereas the emphasis in a Type B style is on adaptive and entrepreneurial behaviour. This study looks at the learning process in a cultural and structural context rather than focus on curriculum and instructional design. Research in this wider context is intended to enable development processes to successfully bridge a gap between theory and practice, implicit in studies that identify theories 'in-operation' as different from the theories 'espoused' (Argyris 1992, Savage 1996). In terms of espoused and in-use theory, the study seeks to produce a valid and reliable result to the question: what is the relative emphasis on the two leadership styles in the operation of the three educational mechanisms of curriculum, pedagogy (teaching practice) and assessment? The quantitative analysis of results (n = 114) draws attention to both leadership styles in terms of two and three-way relationships of style, cadet or work group and service type. The data shows that both Type A and Type B leadership styles are evident in the general conversation of the organisation. This trend is present as espoused theory in the curriculum of the Defence Academy. However, the data also confirm a clear and strong emphasis towards command and managerial compliance as theory-in-use, particularly by cadets. This emphasis is noticeably evident in the teaching and assessment practice of the Defence Academy. Other research outcomes include the observation that: Contextually, while studies show it is difficult to isolate skills from their cultural and biographical context (Watkins, 1991:15), this study suggests that it is equally difficult to isolate skills development from this context. There is a strong task or instrumental link identified by cadet responses in terms of content and development process at the Defence Academy, in contrast to the wider developmental emphasis in general literature and senior officer interviews. There is a lack of awareness of teaching strategies and development activity consistent with espoused Type B leadership theory and curriculum content. This gap is compounded by the use in the Defence Academy of personnel without teaching expertise or suitable developmental experience. The socialisation of cadets into the military workplace is the primary purpose of training. This purpose appears taken for granted by all concerned - staff, cadets and senior officers. Defence Academy development processes appear to be faced with a dilemma. Arguably, training and learning from experience are limited approaches to development. Training, which involves learning by replication, and learning from experience, which is largely imitative, are both of little use when people are faced with novel and ambiguous situations. This study suggests that in order to support the development of capabilities that go beyond training based competence a learning and development approach is needed. This more expansive approach requires educational planners to consider the cultural and social context that can inadvertently promote the status quo in practice over espoused outcomes.

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Williams, James Joseph. "Career Ascension of African-American Men in the Army Warrant Officer Corps." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6705.

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The military and scholars assert that the military has created an organization that is based on merit. However, statistics show that African American military men are more likely to be subjected to the military's justice system, they are less likely to promote to the most senior enlisted and officer ranks, they are more likely to receive a negative discharge, and they are disproportionately represented on the military's death row. Despite these assertions, many African-American men succeed within the military structure. Therefore, this qualitative study was conducted to examine the stories of senior field grade warrant officer African American men to determine how they succeeded in a system where others face different problems. Data were collected through interviews with 10 African-American men in the army. Data analysis using Nvivo 12 revealed 9 themes related to motivation and resilience and occupational expectations: competence in primary functional areas, aspiration, overcoming barriers to promotion, proven leadership style, mentorship, educational opportunities, establish a career roadmap, excel through army promotion system, and faith. The findings of this study may provide policy makers, recruiters, and those aspiring to become Army warrant officers (WO) insight into what may help to increase the number of African-American men aspiring to become WOs. This study may also help guide the Army in being an organization where service members are judged solely based on merit.

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Mann, Edward R. "Meaning, family of orientation, and demographic variables in United States Army social work officers: An exploratory descriptive study /." The Ohio State University, 1988. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487588939089806.

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Vance, Charles David. "An exploration of how U.S. Army officers attending the U.S. Army Command and General Staff College decide whether or not to attend graduate school: a qualitative case study." Diss., Kansas State University, 2013. http://hdl.handle.net/2097/15310.

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Doctor of Education
Department of Educational Leadership
Sarah Jane Fishback
This qualitative case study explored how U.S. Army Command and General Staff College (CGSC) students decided whether or not to attend graduate school. The focus was on how U.S. Army students made their decision. The purpose of the study was to illuminate the issues related to this decision in adult development, adult learning, career decision making, and participation in adult learning activities. These issues were explored using the students’ own words during their interviews in which they described how they made their respective decisions. This research analyzed interviews with 26 students, 12 who either decided to attend one of the graduate programs available to CGSC students or were already in a master’s degree program, and 14 who elected not to attend any of the graduate programs offered. The analysis explored how U.S. Army CGSC students made their decision about graduate school, the process used in making their respective decisions, and the factors that influenced their decisions. Analysis of the students’ interviews answered the primary research question and the four subordinate research questions. Not surprisingly, all the students indicated that military career requirements, post-military career aspirations and requirements, family considerations, and previous academic experience influenced their decision whether or not to attend graduate school. The extent to which their decision was influenced varied, but everyone interviewed expressed some degree of influence of those factors. Not expected were the common themes that emerged from analysis of the interview transcripts of CGSC students. Those themes centered around self-efficacy and confidence, goal setting and achievement, persistence, time management, life issues, guidance and mentorship, perceived quality of the degree or value, and the CGSC master’s program (Master of Military Art and Science).

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McCarthy, Dayton S. History Australian Defence Force Academy UNSW. "The once and future Army : an organizational, political and social history of the Citizen Military Forces, 1947-1974." Awarded by:University of New South Wales - Australian Defence Force Academy. History, 1997. http://handle.unsw.edu.au/1959.4/38747.

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This thesis examines the Citizen Military Forces (CMF) from 1947 until it ceased to exist under that name with the release of the report of the Millar Inquiry in 1974. This thesis examines three broad areas: the organizational changes that the CMF adopted or had imposed upon it; the political decision-making surrounding the CMF; and a social analysis of the CMF which questions the viability and validity of a number of the CMF???s long held precepts. The thesis will show that the majority of circumstances and decisions surrounding the CMF were beyond its control. For example, the CMF could not change the prevailing military thought of the post-war period which emphasized increasingly the role of smaller, professional, readily-available armies. The first three chapters recount the CMF???s ???heyday??? in which the Army, assisted by National Service after 1950, was based around it and its influence at the highest levels was strongest. The next two chapters chronicle the background to Australia???s adoption of the ???Pentropic??? organization and the repercussions this had on the CMF. Chapters Six and Seven examine the consequences of the introduction of a second compulsory service scheme and the concomitant result which precluded the CMF from operational service in Vietnam. Chapters Eight and Nine deal with the Millar Inquiry, which offered the CMF a new hope, but in some regards, brought forth little beneficial gains for the CMF. The final chapters analyze some of the characteristics unique to the CMF, such as territorial affiliation, high turnover rates amongst the rank and file and the concept of the ???brilliant amateur???. This thesis concludes that, despite the mixed performance of the CMF, there is still a place for the citizen soldier in contemporary warfare, but far more consideration at the highest political and military levels must be given to the peculiar and difficult, but by no means insurmountable, problems citizen soldiering encounters in Australia.

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Clarke, Stephen John History Australian Defence Force Academy UNSW. "Marching to their own drum : British Army officers as military commandants in the Australian colonies and New Zealand 1870-1901." Awarded by:University of New South Wales - Australian Defence Force Academy. School of History, 1999. http://handle.unsw.edu.au/1959.4/38659.

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Between 1870 and 1901, seventeen officers from the British army were appointed by the governments of the Australian colonies and New Zealand as commanders of their colonial military forces. There has been considerable speculation about the roles of these officers as imperial agents, developing colonial forces as a wartime reserve to imperial forces, but little in depth research. This thesis examines the role of the imperial commandants with an embryonic system of imperial defence and their contribution to the development of the colonial military forces. It is therefore a topic in British imperial history as much as Australian and New Zealand military history. British officers were appointed by colonial governments to overcome a shortfall in professional military expertise but increasingly came to be viewed by successive British administrations as a means of fulfilling an imperial defence agenda. The commandants as ???men-on-the-spot???, however, viewed themselves as independent reformers and got offside with both the imperial and colonial governments. This fact reveals that the commandants occupied a difficult position between the aspirations of London and the reality of the colonies. They certainly brought an imperial perspective to their commands and looked forward to the colonies playing a role on the imperial stage but generally did so in terms of a personal agenda rather than one set by London. This assessment is best demonstrated in the commandants??? independent stance at the outset of the South African War. The practice of appointing British commandants in Australasia was fraught with problems because of an inherent conflict in the goals of the commandants and their colonial governments. It resembles the Canadian experience of the British officers which reveals that the system of imperials military appointments as a whole was flawed. The problem remained that until a sufficient number of colonial officers had the prerequisite professional expertise for high command there was no alternative. The commandants were therefore the beginning rather than the end of a traditional reliance upon British military expertise. The lasting legacy of the commandants for the military forces of Australia and New Zealand was the development of colonial officers, transference of British military traditions, and the encouragement of a colonial military identity premised on the expectation of future participation in defence of the empire. The study provides a major revision to the existing historiography of imperial officers in the colonies, one which concludes that far from being ???imperial agents??? they were largely marching to their own drum.

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Dissertations / Theses on the topic 'Army officers'

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