NCOs in the American Army

Our work aims to research the role of NCOs in the American army in 1775-1865. NCO   means non-commissioned officer in United States Army, it’s the same as sergeant (Allen 118). Within the context of the Army rank system, however, there were often mitigating circumstances and a maze of variables that altered the hierarchy and the privileges associated with rank. Although the rank structure was essentially rigid, occasionally a â€Å"billet† or specific job could be of greater importance for the actual display of power. For example, a commander of any rank was shown more respect and admiration than a staff officer of the same rank.Commanders were often given special privileges because of their positions rather than their rank. Additionally, officers of lower rank and some enlisted soldiers sometimes had responsibilities that provided them with more respect, or at least more power. For example, an enlisted soldier who was post quartermaster wielded unusual power due to h is ability to determine who received coveted government supplies and equipment. However, regardless of the billet or display of power, the enlisted soldier who temporarily held the reins of power within a certain area never ascended to the higher social class of the officers. Social standing–or class association–was never altered by mere power or position. The enlisted soldier who was the quartermaster was still regarded as a member of the enlisted ranks and thus part of the lower class.On the Western frontier the Army's rank system remained unremittingly intact because it was the only structure there was. The post commander was the supreme authority in all matters, and every form of official military etiquette was respected and enforced. This disparity between officers and NCOs disappeared only very slowly as one moved up the rank structure, and it was a very foolish battalion commander who angers his own or a higher commander's sergeant major.At battalion level the s ergeant major served a useful unifying function, assisted the commander in dealing with troops and serving as a trainer for the unit's first sergeants. Above battalion, command sergeants major interfered with subordinate units, contradict local command guidance, and provided a disruptive back-channel for political maneuvering by NCOs dissatisfied with their commanders or their positions in life.So officer could place himself under the tutelage of his senior NCOs and act, in effect, as his platoon sergeant's subordinate and as the unit's mascot.The main task of NCOs was train   soldiers. Ideally, all cadets should be prior-service enlisted personnel, and those who are not should go through a regular-style basic training course, with regular drill sergeants, among normal trainees. At least in the past, trainees have often been terrified of the Army, particularly in the early weeks.They are also physically tired during basic training and only want to relax or perhaps explore their ne w environment during their off-duty time. Recruits do not know each other well enough at this period to develop the relations of trust and affection that are necessary for organizing a resistance movement. The Army appears to watch the trainees most closely during basic training, and it seems to give noncommissioned officers ( NCOs) and officers more license to use their power and authority than at nearly any other time during a soldier's experience in the Army.The NCOs keep a close watch for possible chargeable offenses, and there are many extra, stiffer inspections and vague threats of violence. In marches, the resisting soldier is continually called for being out of step, even if he is marching perfectly. Physical exercise is also used as a punishment. Officer couldn’t holler at nobody.   And if he didn't get the job done, the man who didn't do the job, they didn't say nothing to the private over there. They ask the NCO why the job didn't get done.Many times there is a c onflict between loyal service to one's immediate commander and improving one's image with his boss. The senior rater is rarely directly aware of a junior officer's work. This leads to another baneful effect, perhaps as crippling as any already discussed. Although the senior rater may have his own opinion of the junior officer, and will take the immediate rater's assessment into account, there is another source of input. That is the information fed to him by other members of the unit, including the rated officer's subordinates or, if he is a staff officer, people who are subject to his inspection. Many â€Å"subordinates,† such as senior NCOs, actually have far more prestige and credibility than the rated captain or lieutenant. Many times the senior rating amounts to nothing less than a peer or subordinate rating.A lieutenant or a company commander who has a bright idea is seen as trying to override his NCOs or to step on what they conceive to be their territory. While the rat ed officer's immediate boss may appreciate his innovations or unusual accomplishments, the senior rater will hear a lot more from the many wounded parties involved. The senior rating becomes a means of social control. Battles are not won by leaders who have adjusted to this kind of groupthink. This is probably why 49 percent of army officers felt that â€Å"the bold, creative officer could not survive† in the army.In the American army NCOs   allowed to take some responsibility in organizing the men, such as during recreation. This technique has the advantages of giving subordinates the experience in leadership they will need should the officer be missing and creates for them a more extensive sense of commitment to the unit. NCOs who take an interest in their squads have had an enormous effect in boosting morale and in creating a link to the officer.   NCOs are always to be backed up and never criticized in front of the men. Officers are less subject to the normative pull of enlisted men and hence do not suffer the conflicts between enlisted men's expectations and military expectations to the extent that NCOs do. Good relations with NCOs is a mark of a professionalized officer.When American soldiers went in combat action, they listen to their NCOs. Sergeants   are the ones who know what's going on and they could give officers a lot of help. In combat the officer in charge of the company, the company commander, is a commissioned officer who is likely to have little close contact with the men. He is concerned with logistics, but he is not primarily concerned with assessing morale. That information he gets from his senior NCOs, who are in close contact with the soldiers and are enlisted men themselves.Thus an NCO must have a great deal of experience in combat, whereas the officer need not have so much field experience. This is why the Army can function with a man in a higher command position. The Army places great importance on these morale indicators . They are easily observed and thought to be valid measures of leadership abilities and are therefore important in the evaluation of officers and NCOs for promotion.Many officers and NCOs respond to their accountability by trying to boost the indicators while paying little attention to the proper leadership techniques. Morale is the cornerstone of professional paternalist control, and paternalists have ways to assess morale; the NCO's function and the use of indicators come to mind.  American officers consistently proposed less severe corrective action than NCOs.  NCOs became more severe as they grew older and as their length of service increased. Interestingly, officers gave their highest effectiveness ratings to those NCOs who were most punitive and least like themselves.Inspector General’s report, Sergeant Major Robert D. Easterling was scathing about Guard noncommissioned officers in the three roundout brigades called up, including the 48th:  As a whole, the NCO cor ps within the National Guard Roundout brigades fail to meet the traditional standards expected of NCOs†¦. Most of the NCOs do not demonstrate an understanding or use of leadership principles. Although the NCO may know his strengths and weaknesses, countless interviews with NCOs reveal no real desire to seek self-improvement.The NCOs see no incentive to put forth additional effort for self-improvement†¦. Most immediate supervisors do not understand the need to care for their subordinates’ physical and safety needs, as well as the need to discipline and reward them fairly†¦. There is little evidence NCOs in the brigades strive to develop a sense of responsibility in their subordinates (Appendix D 64).Those not in units will perform meaningful staff work and a decision will be made regarding a â€Å"command track† for those who are gifted with soldier leadership skills. When a combat arms officer or NCO scrambles to get back in a unit, then we will know tha t the culture is correct. Officers and NCOs who have relied for years on coercive techniques may experience a great deal of stress as the Army limits their techniques. They feel discipline is eroding and that new soldiers will be ineffective and vulnerable to great losses in combat.Works Cited PageAllen,   Edward Frank. Allen's Dictionary of Abbreviations and Symbols. New York: Coward-McCann, 1946.Mackesy, Piers. The War for America: 1775-1783. Lincoln, NE: University of Nebraska Press, 1992.â€Å"Special Assessment Dept. of the Army,† Appendix D,1965.Volo, Dorothy Denneen. Daily Life during the American Revolution. Westport: Greenwood Press, 2003.Werner , Herman O. Men in Arms: A History of Warfare and Its Interrelationships with Western Society. New York: Frederick A. Praeger, 1956.

Credit Card Hacking

Credit card also referred as plastic money. It is a card provides by bank to user in respect of his bank account or even with out bank account in that bank but against his income amount which he have through his job or business or even his cultivated land. There are two types of card, Credit card and debit card. Credit card is interest base and has certain amount of money which that particular bank pays against you and you will have to pay it back to the bank with interest. Debit card is different from credit card, you can also use it for payments but this payment goes directly from your own account. The concept of cards are basically introduced the idea of CASH WITHOUT MONEY, just for safe your cash from lost and theft. Cash is secure by credit card, but is your card secure .In the world of crime, a new crime has taken birth and it is Credit Card hacking. What you know about credit card hacking? It is simply awesome or a night mare but it can happen. Many people are unaware that when they give their credit card, it can be hacked. There are many ways by which the card can be hacked. Some are here for general purpose. The most common way of credit card’s hacking is quite easy and almost safe. When someone gives his card to any retailers for payment, the retailer copies the code and sells it to the hackers. The retailer copied the code of credit card and then with the help of MSR, transfers it to computer and makes a new but fake card. The credit card holder can’t imagine even what had happened with him. The other method of credit card’s â€Å"hacking† is â€Å"white card†. These white cards are easily available in many countries’ markets and samagals to Pakistan by many people. Unfortunately these cards cannot check in scan machines at Pakistani’s airports. (Quoted from Cyber crime wing FIA Pakistan). These white cards used for as ID cards in big companies as their workers showed it in their scanners and get in the company. But hackers are doing misuse of these cards and they convert the hacked data into this white card’ chip and coated it into fake credit card. To avoid such crimes, the banks are going more conscious to save and secure their DATA that no hacker can reach to them. Now a day’s many banks are introducing Credit card’ insurance plan. It is quite safe and pinafore of card holders. The banks take extra charges for insurance but in the case of insurance, bank is liable to pay you your extra money which is not spend by you, either in case of theft or fraud.

Personal Administration Essay

Personnel administration, better known as human resources (HR) management, is the coordination and regulation of employees in a company. It involves organizing, recruiting, hiring, training, and assessing workers. Conflict resolution and legal compliance also are important aspects. With a good HR team doing their jobs well, a company will often be ultimately more efficient and competitive, generating additional revenue. Organization In most businesses, a well-organized workforce translates to greater efficiency, productivity, and revenue. The first goal of personnel administration, therefore, is to organize all employees in such a way that allows them to cooperate and complete tasks in the best way possible. Examples of issues in this area include how many departments are necessary, how many individuals should be in each department, what the manager to employee ratio should be, and what alternate chains of command should be used when managers cannot be contacted. Organization also deals with how to assign individuals to specific projects, as well as keeping the employees healthy and safe in the work environment. Recruitment and Hiring Once those in a company’s personnel administration team know how to organize workers and their projects, they begin to recruit and hire employees actively. They post notices about positions available, organize or take part in events such as job fairs, and conduct initial interviews to find the most qualified and experienced candidates. They then pass on information about the final candidates to department managers, who often conduct the last interviews and make the call about whom to hire. Training Employees who are new to a company do not always know the business’ policies and procedures, even if they have incredible experience and skill sets. Training is almost always necessary to remedy this. Members of the HR department may develop the training events and documentation needed to get employees working efficiently. They also put together and oversee additional training, such as that needed to advance to a different position in the company. In some instances, they partner with various educational  institutions to develop programs that will allow employees to get certifications or degrees related to the industry. Assessment Most companies want to know that their employees are performing at a certain level. They also want to know that the workers are following policies and procedures well. One duty of the personnel administration team, therefore, is to develop techniques and tools that managers can use for assessment purposes. A common example is a standardized form for an employee performance review. HR workers use the data collected through these items to analyze the activity within the company and to make decisions such as whether to increase pay. Conflict Resolution An advantage of using people over machines is that individuals can be innovative and display logical thought processes based on experience, but people do not always get along as they strive to do this. The HR department is responsible for resolving conflicts that may arise in the company, especially those between different levels of management. They also work to resolve conflicts that are not interpersonal, such as a new employee feeling out of place in his work environment. Keeping detailed records related to these activities is a must, as some conflicts eventually lead to disciplinary action or termination that, if not properly executed, can lead to lawsuits. Personnel management workers generally have an easier time resolving conflicts when they have a solid framework of clear policies and procedures to fall back on. The policies and procedures let the personnel department employees remain objective as they try to find viable solutions. They also ensure that any solutions proposed are in line with company objectives. The HR team works closely with members of management to put together policy and procedure documentation for this reason. Legal Compliance Members of the HR team look at policies and regulations not just for their company, but for their jurisdiction. They ensure that employees fill out the proper tax forms, for example, and any other government required paperwork. This task is challenging because new legislation is passed regularly, requiring the personnel administration workers to adjust the activities and documentation within the business. It is critical because failure to comply  with even one regulation can put the reputation and operation of the company at risk. Personnel Administration The scope of personnel administration is quite wide. It includes all activities which help the management in getting the work done by the labour force in the best manner possible to accomplish the organizational objectives. The main objective in any organization is the optimum utilization of available resources. Personnel administration is primarily concerned with the organization of men; therefore, the main objective may be summarized as to utilize the available human resources in a a way so as to get the work done effectively to the maximum satisfaction of the individual worker to seek their cooperation in accomplishing the general goals of the organization. The objectives of personnel administration can be classified into General objectives and specific objectives. General objectives 1. Maximum individual development – the employer should always be careful in developing the personality of each individual. If an act of the employer can adversely affect the personality of the individual, he should avoid it. Employer should establish and support such human values that may have social recognition and importance. They should always be regarded as partners and given due importance. The objective of Personnel administration as a bridge between the management and the employees is to keep the management apprised of positive accomplishments and warning signals in the personnel practices. If the human assets of an organization are being misused in the process of profit maximization, it is definitely a short term achievement, because in the long run, the adverse effects felt by the work force will translate into lesser profits for the organization. 2. Desirable working relationship between employer and employee – it is the major objective of personnel administration to achieve a desirable working relationship between the employer and the employees so that they may cooperate with the management. Both of them must rely on each other. The personnel administrator should get it realized to the top management that personnel should be given fair and equitable treatment and on the other hand, convey to the workers that they  should cooperate in achieving the goals of the management. The basic responsibility for the personnel lies with the supervisors although the administrator supplies tools such as policy, record keeping, control and advice. His objective is therefore to ensure that the line supervisor is aware of his personnel responsibilities and carries them out responsibly. Simultaneously he should also ensure ethical conduct amongst all personnel and on the part of each supervisor towards each employee for whom he is res ponsible. 3. Specialized services – The administrator provides the tools such as record keeping, policy making, controlling and advising. Although not directly responsible for the personnel, who lie with the line supervisor, he may examine causes for non-efficiency or non-effectiveness, suggest remedial measure, perform research into proposed personnel procedures, handle negotiations with a government agency, etc. The basic objective here is to provide assistance to the line supervisor whilst simultaneously ensuring that the line supervisor meets his responsibilities to the personnel. 4. Molding of human resources – Human beings is the most important resource and the only active factor which engages all other factors of production. Therefore, the administrator should emphasize the effective utilization of human resources as compared to physical resources so that production and productivity is optimized. Other factors of production will be ineffective without effective molding of human resources. Specific objectives 1. Selection of the right type and number of persons 2. Proper orientation and introduction of new employees to their jobs 3. Organisation of suitable training facilities 4. Provision of better working conditions and facilities. 5. Provision of sound, fair and effective wage and salary administration and incentives. 6. Good industrial relations with representative trade unions 7. Personnel research Duties of Personnel Staff In a dynamic working environment, the boundaries of any role cannot be clearly defined. However, the duties of Personnel staff may be described as under:- 1. As a Service Provider – providing information on market statistics of personnel availability, pay rates, etc. Interpret the complex  laws and legislations. Employment and placement programs, employee compensation programs, training and development programs, labour relations could be stated to be the duty as a service provider. It must be noted that there will often be an overlap between the different roles that a Personnel staff may assume 2. As a facilitator – advises the supervisors on employee problems, facilitates training and development, and when performance appraisals are done. One of the responsibilities of Personnel staff is also to ensure that other managers who undertake such activities are well equipped to do so. 3. as a consultant – to help the supervisors resolve problems due to lack of motiv ation, lack of training, grievances, etc. 4. As an auditor – to ensure that all members of the management perform their respective roles, to determine whether personnel policies and procedures are being administered uniformly by supervisors.

Manage Care Essay Example | Topics and Well Written Essays - 500 words

Manage Care - Essay Example Both organizations and individuals in the U.S. managed care system are faced with a challenging situation. First of all, the requirement for high quality care, doubled by the social responsibility to patients, is counterbalanced by an increasing pressure to lower costs and to remain afloat financially. For this reason, numerous health care providers are doomed to fail from a business perspective, being forced to close. More and more practitioners will perform as part of groups or systems, but the process of integration will not impose itself in the short term. Based on these considerations, it can be asserted that no standard model will emerge as dominant. The Institute of Medicine released few years ago a report that red-flagged the poor quality of health care in the US (Institute of Medicine 2001). A number of facts that contributed to this situation were identified, and special emphasis was put on the structure of the present health care payment system. Traditionally, doctors and medical institutions are paid regardless of the quality of the health care they provide, leading to no financial incentives or, in the case of certain clinical situations, even to disincentives for quality. These findings lead to an increasing demand to link payment to performance. The concept of pay-for-performance

George Lucas THX 1138 and Aldous Huxleys Brave New World Essay

George Lucas THX 1138 and Aldous Huxleys Brave New World - Essay Example Huxley's opening passage immediately draws attention to this illusion of dystopian literature as follows: A squat grey building of only thirty-four stories. Over the main entrance the words, CENTRAL LONDON HATCHERY AND CONDITIONING CENTRE, and, in a shield, the World State's motto, COMMUNITY, IDENTITY, STABILITY (Huxley 3). The "squat grey building" is symbolic of happiness and stands in sharp contrast to the World State's motto of community, identity and stability. Each component of the World State's motto can therefore be taken as subtle indicators of intense control, although initially the motto can lead to an early impression of a utopian society. Early warnings of this false impression of utopia are also found in the prominently displayed sign over the grey building: CENTRAL LONDON HATCHERY AND CONDITIONING CENTRE. This signs draw immediate attention of state control. THX 1138 however gets directly to the measure of control in society and makes no illusions about the nature of repressed freedom in its opening scene. The film introduces THX-1138 who is seen requesting "something stronger" from his medicine cabinet (THX-1138). Population and mind control is prominently unveiled in this opening scene by the request for something stronger. This is a less subtle approach than the opening in Brave New World where the population and mind control is inferred from the sign displayed on the grey building. In both works the opening scenes introduces two different types of control designed to bring about vastly similar results: control of the population. In Brave New World the Director takes a group of students on a tour of the London Hatchery and the reader learns through this tour that the State controls reproduction by extracting and genetically fertilizing ovaries to control the numbers of human beings produced. In THX 1138, population control is commandeered by controlling sexual desire through the use of sedative drugs. The sedatives are mandatory and cannot be altered as they control sexual desire. Sexual intercourse is an offence in THX 1138 whereas sexual intercourse is encouraged in Brave New World and is of no consequence to reproduction since the State controls reproduction. Ultimately, the underlying themes in THX 1138 and Brave New World is control through mind conditioning and manipulation. Both works create communities where one on one ties are entirely discouraged and people exist in a world characterized by community relations. Individuality is entirely discouraged. Both works are heavily themed by the concept that individuality provides division and division leads to instability. In furtherance of this ideology, Brave New World focuses on a world where infants are produced in caste systems where they are conditioned to comport with their designated class and status. For instance Delta babies are conditioned to dislike books and nature through associative therapy (Astrachan 35). In this therapeutic exercise, the babies at the Hatchery are naturally inclined to craws toward picture books and flowers. However, they are quickly men by a series of terrifying sounds which instinctively lead to an intense dislike for books and nature. In THX

The Organization of the Islamic State (Da'ash) Thesis

The Organization of the Islamic State (Da'ash) - Thesis Example This essay stresses that terrorism and violent protesting activities are considered as destroying factors for the entire globe. These factors can affect the normal growth of human life and prohibit individuals to lead a developed and peaceful life. It can be apparently observed in this similar context that those people who live in terrorist control regions become highly affected from the brutal and cruel activities perform by the protestant groups. It is worth mentioning that attacks make by a rebel group generally create major chaos in the political stability of a country and make adverse impact upon its economic stability. It will be vital to mention in this similar concern that the rebel group Da’ash mainly operates its protestant activities within the territory of Iraq and Syria by following the ideologies of the terror group Al-Qaida. This paper makes a conclusion that it has been also observed that the people who are living in Syria and Iraq often become the victim of the violent actives perform by Da’ash. Specially mentioning, after the separation of Al-Qaida and Front Victory, the level of violent activities has been increased at an alarming rate. Da’ash has conducted several attacks upon Syria in a regular basis. It is observed in this similar context that the higher authorities belonging to the above stated two nations failed to control the increasing power of Da’ash. It has been claimed that Da’ash is indirectly controlling several parts of Syria and Iraq by raising violent protestant activities within the two countries.

MDCM (B) Write Up Assignment Example | Topics and Well Written Essays - 2000 words

MDCM (B) Write Up - Assignment Example It was found out most of these systems do not communicate well with each other because they are legacy systems and had different protocols to begin with. The key to reversing its alarmingly poor financial performance is to have modern business information systems that will allow key people access to information at the right time when they need it the most to create advantages ((Thompson & Strickland 204). A number of options are presently being considered by top management such as earlier attempts to re-align its corporate strategy by a pre-planning activity to produce a good profile of the firm (Sherman, Rowley & Armandi 163) that will in turn be used to produce analysis. A key finding by the top management through the newly-formed interdisciplinary IT Portfolio Management (ITPM) executive committee was to identify and then prioritize the important IT initiatives that need to be undertaken in view of its available resources, the time involved and the degree of importance of an IT project to the firm. Obviously, it cannot hope to undertake everything at once and so a system of priority has to be formulated to guide its decisions on which projects to fund. In other words, the adoption of an appropriate IT strategy has to be based on a projects relevance and urgency to separate them for what are merely important. This paper examines the various ways by which the ITPM executive team had gone about its task of selecting the best IT projects to be pursued based on a set of criteria it had set for itself with regards to evaluating competing projects that need funding from the limited but available resources at MDCM, Inc. It simply means some projects are urgent, some important and some necessary with varying degrees of chances of success during implementation. Also, not all the IT projects have the same time frames, some are quick to do and other projects may take a bit longer due to their complexity. The fast-paced