...requirements a background check will have to be conducted on you. All of this is the recruitment step of the process. Some of the recruiters have been to place in the with Army that they will love to share with you to help you with the discussion of joining the United States Army. The recruiters will show the difference in the jobs the get your mind set on what you would like to do for the United States as your primary job in the U.S. Army. The second step is taking the ASVAB test to measures your knowledge and ability of conducting military tasks. The ASVAB measures knowledge and ability in ten different areas. The ASVAB scores are calculated to place each person in special categories. The scores you need to get in the Army are a 31 after scores are calculated in the categories. The ASVAB test helps the Army place future soldiers in jobs. The ASVAB scores are required for Army jobs that are score under the following scoring system. The line scores determine what job(s) an individual qualifies for. The ASVAB subtests are: General Science (GS);...
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...the recruiter must talk to a recruit and his legal guardian or parents as no one under 18 can’t make decisions for themselves without their parents/ guardians permission. The recruiter then will start the process, one of the recruiter’s first assignments is to get the civilian ASVAB scores from their local high school or if the recruit is from out of town they can be retested on the ASVAB. The ASVAB stands for Armed Services Vocational Aptitude Battery test and it accesses a recruit’s probability for enlistment, military job placement and career exploration after the military. ASVAB scoring is based on (IRT) Item Response Theory, this model is used because it measures the examinee’s ability to be placed on the same scale as everyone else and each test is tailored to a specific ability level needed when the examinee picks their military job. The IRT model uses the (3pl) in which measures a examinee’s level of ability to respond to a individual item or characteristics, especially those characteristics that represents difficulty, discrimination (How an item discriminates among examinees, and guessing (the ability that a low ability examinee could get a high score just by guessing). (ASVAB, 2011) ASVAB,...
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... 2014 Mr. Brechko Economics Stepping Stone Choosing a career can be one of the most important steps to a person’s upcoming future. It’s so important because our career will be the main thing that will be supporting us throughout life. As I graduate high school in a few months I plan on entering the military. The military branch that I choose to pursue is the Air Force. As I enter the Air Force my plan is to go into the social working field. I do not have to go to college for this. The Air Force is the best stepping stone for achieving my goal of being a social worker. However to discover what my actual career will be as my stepping stone I have to take the ASVAB. The ASVAB stands for Armed Services Vocational Aptitude Battery which is a multiple choice test that determines what career you can qualify for (official-asvab). My goal in the Air Force is to become a social worker. As I try to become a social worker I will mainly focus on helping people with PTSD (post-traumatic stress disorder) (psychcentral). However, depending on the test...
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...Individual Training (AIT). The MEP station is where your life changes from being your name to a number. Basic Combat Training (BCT) is just the start of the never ending training. As a soldier your mind to places it never been and put your body in positions it never seen. Becoming a soldier you become part of something more than just yourself. The first step to becoming a soldier is going through the MEP station. The MEP station is where you enter into a new life, where you last name becomes your first name. At the MEP station you take the Armed Services Vocational Aptitude Battery (ASVAB) test. The importance of the ASVAB is to determine if an individual has the mental capacity to enlist into the military and to assist the branch of their choice to find a Military Occupational Specialty (MOS) that you are mentally capable of doing. This test can either be done on paper or computer. The ASVAB is a group of test that the Department of Defense established (DoD). The test consists of 9 timed subtests such as, word knowledge (WK), mathematics knowledge (MK), general science (GS), mechanical comprehension (MC), and electronics information (EI). Once your in-processing is complete at MEPs, you will prepare yourself to leave for BCT. Basic Combat training is the initial training that helps civilians transition into soldiers. During the 10 week training each person learns how to work as a team rather than an individual and the Army values. In this stage of becoming a soldier...
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...To be able to be sent to medic school, you have to pass two parts of the ASVAB,skilled technical and general technical, with high scores. The scores from the ASVAB determine your MIlitary Occupational Speciality. Once you have your MOS, you go to Advanced Individual Training. Medic school, or AIT, is in Fort Sam Houston. “ On the 68w side of Fort Sam, the showers are all open. One big room where everyone can see everything.” Medic school lasts about four months and is divided into two parts. The first part is getting your Cardiopulmonary resuscitation (CPR) and emergency medical technician (EMT) certifications. Cardiopulmonary resuscitation certification only has one test while EMT has eight tests. The second part is the combat medic side of training. It's mostly hands on training and not very much learning. There are exercises that your squad has to complete...
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...it is a process of planning, acquiring, analyzing, and disseminating relevant data, information, and insights to decision makers in ways that mobilize the organization to take appropriate actions that, in turn, maximize performance (Cooper & Schindler, 2011). The Recruiter would first do a Market Analysis; this is critical to mission success by assisting recruiters in identifying and analyzing their market areas. The Standardized territory evaluation and analysis for management (STEAM), is the primary source of market research data to identify the recruiting market and determine market potential. This database contains demographic, Navy, All Service Accession Data (ASAD), LEADS, and ASVAB test taker data. STEAM subdivides these groups by race and ethnic categories and provides ASVAB Test Score Category. All population data in STEAM is tailored to reflect the number of people available for military recruitment (Navy Recruiting Command, 2011). The advantage of STEAM is that it provides an analytical process by which Navy Districts and Recruiting Stations can perform market research activities (Navy Recruiting Command, 2011). This model shall be used as the starting point for assigning recruiters, goals, and market analysis. The model is flexible, and can be adjusted to account for unusual market factors. Another model used in recruiting would be the Station market analysis and review technique (SMART), is used to target...
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...Five Functions of Management within the Army Denise Witherspoon MGT 330 Jonathan Good May 7, 2012 Five Functions of Management within the Army The five functions of management within the Army are inseparable. Through lost wars and battles, Army leadership had to learn the hard way why those functions were inseparable. In this paper, I will provide a brief narrative of the Army’s organizational structure and how it applies to the five functions of management. I will also incorporate leader and motivation theories as it relates to the Army. The Army’s organizational structure can be complex to those who aren’t familiar with the military. The Army consists of numbered armies, corps, divisions, brigades, and battalions that conduct full spectrum operations around the world.” (Department of Defense 2012). Those units report to the Department of Defense through a chain of command. The units within the Army have front line managers (Troop Commanders), middle managers (Division Commanders), and top managers (Commanding Generals). These managerial levels are comprised of Army officers. The enlisted leadership is comprised of line managers and staff managers. The President is the Commander-and-Chief of the armed forces, otherwise known as the President. His top-level management team consists of the Vice-President, the Chief of Staff, and the Secretary of Defense. The Army is a mechanistic organization combined with a Professional...
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...During the course of the session long project my reference organization is the United States Army. The United States Army is the main branch of the United States Armed Forces and is responsible for land based military operations. The primary mission of the Army is to provide “necessary forces and capabilities…..in support of the National Security and Defense Strategies.” In 2003, during a strategic redesign to become a global fighting force during the Global War on Terrorism, the US Total Army Personnel Command (PERSCOM) and the United States Reserve Personnel Command (AR-PERSCOM) merged to become the US Army Human Resources Command. The advantage to the combined Human Resources Command is that it enables every Soldier in the U.S. Army to manage their entire career from basic training until retirement and later through one office. This improves the career management potential for all active duty and reserve Soldiers, to include the National Guard. Human Resources Command is comprised of over 40 operations throughout the United States. Responsibility includes every aspect of a Soldiers career from job development, awards, and continuing education. The Army is like no other organization. While conducting a job study, there are factors that must be taken into consideration that are not relevant to civilian jobs. In the Army, the job analysis process is used to identify individual tasks to job performance and survival on the battlefield. “Job analysis is the process used...
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...My next choice was easy go talk to that cool Army recruiter I met at my high school and see what career options were possible. Within no time I knocked out the ASVAB and became qualified for a job of my liking, that being an information technology specialist. Six months’ after taking my oath of enlistment I shipped out to basic training at Fort Benning, Georgia. I quickly realized that I enjoyed the structure provided by the Army and the physical demands unlike any I had previous undergone in my entire life. The constant running as well as additional physical exercise and training was a whole new world to me but one I quickly learned to enjoy. From the very beginning and even to this very day the feeling of knowing I could not quit or give up, kept me going through each and every challenge until graduation. Upon the completion of basic training I moved on to my advanced individual training at Fort Gordon...
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...lie to anyone about anything. Dedication and hard worker traits are needed. You need to work as hard as you can and meet all kinds of new people.You will never capitulate unless it means the safety of your squad or country II. Identify and Describe Education Requirements for branch of military “America's first permanent militia regiments, among the oldest continuing units in history, were organized by the Massachusetts Bay Colony in 1636.” This branch is for me because i am able to stay here in oklahoma. Unless i’m deployed but the majority of the time will be here in oklahoma where i can stay with my family and friends. I don’t wanna be far away for a long time from my family In order to enlist in the national guard you must have a 31 asvab score. “To join the National Guard without prior service, you must meet these mandatory requirements: Be between the ages of 17 and 35. Be a U.S. citizen or permanent resident. Be a at least a junior in high school, or have a high school diploma or a GED certificate. Meet medical, physical and moral...
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...paper but in order to truly see what their capabilities are a test must be conducted created by I/O psychologists called the Armed Services Vocational Aptitude Battery (ASVAB). The ASVAB is a multiple-aptitude battery that measures developed abilities and helps predict future academic and occupational success in the military. It is administered annually to more than one million military applicants, high school, and post-secondary students (Official-ASVAB.com, 2015). Applicants must do their best on this test because the type of job they would qualify for is totally dependent on the score received. Once the scores are calculated, a number of jobs populates and reveal which jobs the applicants qualify for. According to the official ASVAB website, “applicants are assigned to jobs through a procedure called classification. Because there are hundreds of thousands of applicants and hundreds of jobs to be filled each year, classification is used to assist in matching applicants to suitable jobs” (Official-ASVAB.com, 2015). Once the applicants have taken and passed the ASVAB, they must select one of their occupation. The recruiter will begin the process of enlisting them into the United States Army. This process presents many challenges to include medical. An applicant could be fully qualified after taking the ASVAB, but can become disqualified based off a medical condition. For instance, one of my high school buddies had taken the test and scored really well but was disqualified because...
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...Berkeley Journal of Gender, Law & Justice Volume 7 | Issue 1 Article 2 September 2013 The Legal Implications of Gender Bias in Standardized Testing Katherine Connor Ellen J. Vargyas Follow this and additional works at: http://scholarship.law.berkeley.edu/bglj Recommended Citation Katherine Connor and Ellen J. Vargyas, The Legal Implications of Gender Bias in Standardized Testing, 7 Berkeley Women's L.J. 13 (1992). Available at: http://scholarship.law.berkeley.edu/bglj/vol7/iss1/2 Link to publisher version (DOI) http://dx.doi.org/ This Article is brought to you for free and open access by the Law Journals and Related Materials at Berkeley Law Scholarship Repository. It has been accepted for inclusion in Berkeley Journal of Gender, Law & Justice by an authorized administrator of Berkeley Law Scholarship Repository. For more information, please contact jcera@law.berkeley.edu. The Legal Implications of Gender Bias in Standardized Testing Katherine Connort Ellen J. Vargyast TABLE OF CONTENTS I. II. INTRODUCTION ....................................... THE FACTUAL CONTEXT ............................. A. The Scope of the Problem ............................ 1. Post-Secondary Admissions Tests .................. 2. Vocational Aptitude Tests and Interest Inventories. B. Causes of Gender Differences in Test Scores ........... 1. Post-Secondary Admissions Tests .................. 2. Vocational Aptitude Tests and Interest Inventories. C. Validity of the Tests .......................
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...will not get a second glance. Meeting the minimum job requirements might get your foot in the door; however, generally education will often be the tie-breaker that will get you hired. Educational Benefits in the Military There was a time in the military when having an education was insignificant. You could join with no if, ands, or buts about it, and be on your way to basic training in no time. There was a time when the military did not even require you to have a high school diploma in order to join. Times have changed, and so has the military in regards to the ability to receive an education. Serving in the military today is a very specialized and intense experience. You no longer can just join like stated above, you have to take an ASVAB test (multiple-aptitude battery that measures developed abilities and helps predict future academic and occupational success in the military), (http://www.military.com).This test will score you in a variety of areas that will skill qualify you for an occupation. Taking this test places you in a certain military occupational specialty and determines enlistment Bonuses. A higher score will increase your chances of getting the specialty/job and signing bonus you want. Once you are placed in a category, there are...
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...Trait Approach to Studying Leadership Sheila Pounder LDR/531 May 30, 2012 John Healy Trait Approach to Studying Leadership The trait approach to studying leadership uses the assumption that some people are natural leaders with certain attributes that pertains to their personality, motives, values, and skills (Yuki, p. 13, 2010). The studies sort to identify what are the specific traits of leadership. Examples of some of the leadership traits the study found are high intelligence and action-oriented judgment, task competence, achievement-oriented, the ability to motivate people, courage, and resolution driven. This approach was one of the earliest processes used to identify what makes a great leader great. The studies conducted assumed that some people are born with leadership traits, and some are not. Those not possessing identifiable traits are designated as followers. A weakness of the trait approach is that “the previous research efforts failed to find any traits that would guarantee leadership success” (Yuki, 2010, p. 13). A person identified with the attributes of a leader is not guaranteed to be a successful leader. A second weakness of the approach is that it focuses solely on the leader and ignores the followers (Travis, 1999-2012). For a person to lead there must be someone to follow. If an identifiable trait is “the ability to motivate people,” there must be followers to motivate for there to be a leader. A third weakness is that the research also...
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...Trait Approach to Studying Leadership Angela Pierce LDR/531 – Organizational Leadership Trait Approach to Studying Leadership The trait approach was one of the earliest approaches that people have used for studying leadership. “Underlying this approach was the assumption that some people are natural leaders, endowed with certain traits not possessed by other people”(Yuki, p. 13, 2010). During this early period leadership theories suggested that managerial successes could be attributed to the natural extraordinary abilities that people possessed such as tireless energy, penetrating intuition, uncanny foresight, and irresistible persuasive powers. This process is what was used in identifying what/who makes a great leader. It was also assumed during this study that some people just were born with leadership traits, while others were not and for those who did not possess these identifiable traits were designated simply as followers. Trait Approach Weaknesses The weakness of this trait approach is that out of hundreds of trait studies conducted and despite this the massive research failed to find any traits that would guarantee leadership success (Yuki, p. 13, 2010). “One reason for the failure was a lack of attention to intervening variables in the causal chain that could explain how traits could affect a delayed outcome such as group performance or leader advancement. The predominant research method was to look for a significant correlation between individual leader...
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