Exploring network organization in military contexts
In recent decades military organizations have practiced a great changes to network organization in their tasks and responsibilities. By the effects of 1st world war, 2nd world war, cold war and many others had made a rapid changes in tasks and environment in network organization. The ideas and organization designs related to network organization in military was gaped in civilian segment in the late 1980s.
The changes made in recent decades in task and responsibilities in military organization have prompted new organization solutions collectively known as network organization. Due to the recent changes in military organization it helped to improve communication technologies and improving the
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Decentralized process helps to improve the speed and capability of an7edx5o organization to handle situation at the same with in a changing environment, to study the flexibility.
Alignment of structure and process
Alignment of structure and process which in the decision making authority is the top end and decision are made by them for effectiveness of organization. But the decision making process is a load on the top management which will become too much load on the top management and poor effectiveness in the organization.
So alignment structure alignment of structure and processes changes applied will outcome decrease in organization effectiveness because its heavy load on decision making team. Thus the alignment of structure and process may be negatively impact the effects of structure and process.
Flexibility
Flexibility is the principle element of network theories. It is the central part which connect the flat structure and decentralized process. It enables to increase information sharing and cooperation of level of management and services, timely decision, flexibility and information
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The three different military are the Allied Warrior (AW04) exercise in 2004 (study1), the Battle Griffin (BG05) in 2005 (reading 2), and the fourth Multinational Experiment exercise (MNE4) in 2006 (reading 3).
Allied Warrior (AW04) exercise in 2004
Allied warrior was conducted in 2004 at Netherlands and in Verona and Naples in Italy with approximately 900 personnel were participated. The main aim of allied warrior exercise was to train and create a preparation for the NATO Response force. It was to meet the new demand arising for effective organizational build up. For this study the choose personal at combined joint force. In AW04 the activities conducted were permission preparation, practicing crisis response planning processes, and establishing the DJTF and command and control (C2) structure in a theater of processes.
The Battle Griffin (BG05) in
Task Organization: TC-16-001 1. SITUATION: A. Enemy Forces: N/A (1) Terrain: Petersburg National Battlefield-City Point is an urban environment with wood, brick and steel structures, interlaced with several improved and unimproved roads B. Friendly Forces: N/A (1) Higher Mission: ALU is the Army's premier learning institution, delivering game-changing sustainment professionals to support unified land operations and generating force capability. (2) Higher CDR Intent: Training future leaders of the US Army, to Army standards, by develop leadership, and evaluate officer potential.
Analyzing the mission command principles and the commanding officer’s actions will also be discussed. Specifically, as it relates to building a cohesive team through mutual trust, providing a clear commander’s intent, and accepting prudent risk. While the battle of Fort Riviere and the resulting occupation of Haiti occurred over a century ago, it provides us with an example of American foreign policy during this period and bares resemblance to future American military
Infrastructure is the organizational structures
Modern warfare is a multifaceted adventure that is successful by a combination of forces working in unison to achieve a common mission. The Joint Operation Planning Process (JOPP) is a critical element that is established through all levels. It encompasses a large range of military operations, which includes other military forces (Navy, Marines, Air Force, etc.) and allies to the United States. Within this planning process, course of actions (COA’s) are developed, analyzed then checked against alternate COA’s to produce the order or plan.
Leaders at all levels of the Army are faced with difficult decisions every day, decisions that can affect the lives of everyone around them. The thought processes used by individual leaders to make decisions can be as far reaching as their imagination; however, it is every leader’s responsibility to make these decisions using the tenants of mission command. Mission command is not an easy skill to master, however great leaders understand it and the proper use of it when planning a mission. Mission command is broken down into six major principles: Build cohesive teams through trust, create a shared understanding, provide a clear commanders’ intent, exercise-disciplined initiative, use mission orders and accept prudent risk . General Douglas
The United Service Organization (USO) was founded prior to World War II by Franklin Delano Roosevelt in 1941. Over the last 75 years this Non-Profit Organization has sustained the moral of the United States Armed Forces within the states as well as overseas. While a Service Member is deployed the USO steps in both in the home and in the combat zone. A line of communication is important for health and welfare of the service member. At this point the USO provides free phone lines, computer access through Operation Phone Home so the families can keep in touch.
he NCO 2020 strategy is focused on creating a system that will provide the NCOs with access to develop and broadening the experiences needed in both garrison and within operational environment. In addition, leaders will individually help to commit to long-term careers, which will be essentially focused on the development of educational, professional and with the fulfillment of having a ready force for war at all times. Essentially the strategy of the NCO 2020 is to have leaders at all levels understanding that the development of Soldiers must be constant and continuous throughout their career. The best way to expand and provide better NCO development is by focusing on proficiency in each Military Occupational Specialty (MOS) and leadership
One Army, Indivisible is one of the programs under the Center for the Army Profession and Ethic Program (CAPE). Soldiers and Civilians come together to work as one team to fulfill their duties as army professionals. The Soldiers and Civilians build a trust among each other to strengthen their relationships. They operate as an indivisible team by sticking together forming bonds that demonstrate Trust, Cohesion, Character, Competence, Commitment, and Community. The information paper, America’s Army-Our profession Theme, “One Army, Indivisible” (2016) gives information on how this program will teach and inspire an understanding of the Army Profession and enhance commitment to our professional obligations – to ourselves, each other, the Army and the American people.
Introduction A company’s success is measured by how well it is structured and organized in order to adapt to the changes in environment as well as the changes within itself such as the company’s scale, employees, product scope, etc. Having a suitable, well-structured organizational frame will not only increase the chance of being success but also prolong the company’s lifespan compared to an un-structured one. It is important to note that an organization’s structure needs to fit in with the current situation and does not necessarily required remain unchanged over time. Taking Dynacorp as an example, even though its functional structure contributed to the vast growth of the company at the start, its limitation in dealing with the changes within
Joint Planning for Operation Anaconda SFC Spurlock, Matthew MLC Class 005-18 Joint Planning for Operation Anaconda Since the beginning of the Global War on Terrorism, there have been numerous battles. One of the most important battles that shaped future joint planning of operations was Operation Anaconda. The outcome of this operation was ultimately successful, however, the original intent from the commanders were not met due to errors in the joint planning process. Joint planning during Operation Anaconda proved ineffective because of inaccurate intelligence about the terrain and weather, the exemption of Air Force and Navy during the initial planning phase, and false assumptions about the enemy. Intelligence Intelligence Preparation
Returning to the 4th Armored Brigade Combat Team (ABCT) to assume command as the brigade commander brings me much joy to be reunited with great Non-Commission Officers and Officers that I have previously served with. Unfortunately, this brigade is no longer the brigade I remember when I commanded a battalion within the 4th ABCT not so long ago. In the last 30 days, I have had the opportunity to observe the ABCT and review a multitude of historical documents to assess the state of the brigade. During my observation, I believe the critical leadership problem in the 4th ABCT’s is the lack of vision for the brigade. Therefore, this critical problem has led to other challenging issues within the brigade.
The organizational structure can be seen as an outline of what branch of a company is to carry out
The different type of structures (1) Functional – each portion of the organisation is grouped according to its purpose. (2) Matrix - ‘’ creates project teams that cut across traditional functional departments, instead of highlighting the role or status of individuals, it gathers together a team of specialists with the objective of completing a task or a project successfully ‘’ . (3) Divisional – It is the grouping of workers on the basis of products being produced, followed by the functional structure. There are two types of divisional structure , (a) Product structure (b) Process structure (4) Geographical – It is the grouping of workers on the basis of regions, followed by the functional structure and , (5) Hierarchical structure which has been adopted by Ritz Carlton. It shows the different levels of hierarchy, span of control and chain of command.
ORGANIZATIONAL STRUCTURE Apple Inc. has followed different organizational structures and the changes that came depending upon the time frame and when situations called for it. Our objective is to find out the advantages and disadvantages of different organization structure that Apple Inc. has implemented till now. Apple Inc. has followed a flat structure of organization. Basically this flat structure has encouraged employees to contribute to the decision making process by directly participating in it.
A centralized structure is usually designed and has a formal layout. While in a decentralized organizational structure, the decision making control is distributed among departments and each department has certain degree of independence. It is usually emergent. Bureaucracy in an organization is based on single chain of command from top level to bottom level. It is the most rigid and formal type of organizational structure.