...To Conscript, or not to Conscript Enter student name here Enter school name here Abstract The question on whether the United States military should be based on a conscription style of enlistment has been debated for many years. The US has had several instances where conscription, or “draft” as it was referred to a few times, was enacted to supplement troop numbers during a period of conflict. Some proponents for conscription believe it would be a benefit to the military, where others believe it would cause more problems than it solved. This paper discusses some of the pro's and con's of conscription and discusses whether or not this is a good thing for the country or whether some sort of “modified” version of it would be more palatable and effective. Perhaps the “if it's not broken don't fix it” adage applies here. To Conscript, or not to Conscript How would you feel if it were mandatory for you to serve in the United States military? Would you have an issue with it or simply feel it was your patriotic duty? Many people across the country believe that the armed forces should have a conscription service enacted to require citizens 18 years old and up to serve (for a specific time, opinions vary) vice the voluntary system used today. This is largely due to people thinking today's youth need to feel ownership in their country and to know what it's like to have to defend our principles and way of life. Basically...
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...Mass Media Messages and Effects Mass Media Messages and Effects When it comes to mass media, it is important to not only understand the different roles the media has in society but to also recognize with every message, there is an effect. The message that the media source is giving may have a negative or positive effect on an individual, a group of people or on society as a whole. Messages from mass media can and will have an effect also on their own organization and at times have had to certain repercussions when not following certain rules set that they must adhere to. In many situations, mass media uses what people consider an unethical approach to influence society. Due to the many laws that exist to protect society, the government has made sure to have an involvement on mass media to regulate what type of content can be released as well as protecting the rights of the people. The audience has an expectation with the messages that the media is providing to society. Society expects mass media to be honest and ethical which is how a media source can earn the respect of its audience, which will lead to a regular return by viewers. Because there is no set of rules that apply to the requirement of ethics in media, it is in the Medias best interest to consider the golden rule and the “do unto others” as this is something that people tend to expect from others. At many times, it may appear that mass media try to brain wash, persuade, or decide for society what...
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... | | |and Recruiting | | | |Lecture Outline | | | |Workforce Planning and Forecasting |In Brief: This chapter explains the process of | | |Strategy and Workforce Planning |forecasting personnel requirements, discusses | | |Forecasting Personnel Needs (Labor Demand) |the pros and cons of methods used for recruiting| | |Improving Productivity Through HRIS |job candidates, describes how to develop an | | |Forecasting the Supply of Inside Candidates |application form, and explains how to use | | |Forecasting the Supply of Outside Candidates |application forms to predict job performance. | | |Talent Mgmt. & Predictive Workforce Monitoring | | | |Developing an Action Plan to Match Projected Labor Supply and Demand |Interesting Issues: The Internet has changed | | |The Recruiting Yield Pyramid ...
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...Johnathon Greer Pacific Time JohnGreer@e-mail.phoenix.edu Since the birth of our country the military has had a mainstay of volunteer and drafted troops. This reviews historical aspects of a draft in the United States to discover the differences between a volunteer versus a drafted military in the United States. Although Drafting has been said that it will not ever happen again and that the only way people will be involve will the military is if they Volunteer will that ever change if the United States ever need to take not much of a measure? We will see which one of these choices is better and see if it can change opinions about one another I believe that Volunteer is better just because it gives people a chance to choose it they want to be part of the military or not I don’t think it’s far to draft people that don’t want to fight. When the country drafts people a lot of people run to other countries so they don’t have to go to war because they know they won’t do well or worse. To begin our journey we need to explore when a drafted military first started. In the American colonial period when forces were needed, they would ask every able bodied male to form a militia, in their colony. These militias were organized to protect the colony if a threat presented. At the time America began the Revolutionary War the army was composed of enlisted volunteers. This type of military did not give General Washington, enough soldiers to battle the British army. Militias...
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...oppositions had already been observed in the history of Islamic schism (Lister, 2014). ISIS ideological appeal has worked in its favor to recruit its fighters all over the world. The strategy has also resulted to some supports from Muslim countries such as Pakistan. Nonetheless, the group has unspeakable violence majorly directed to Christians and the Shias. This paper conducts an in-depth analysis of the Islamic State regarding its evolution, modus operandi in terms of its operations and recruitment. The paper then assesses the impacts and threats of the group not only in the Middle East, but also world-wide. Literature Review The Islamic State has made great advances in both Iraq and Syria. It has captured significant cities, military armaments, weapons and oil refineries. With the recent proves that it is capable of being a sub-state actor, the terror group places a critical challenge to the stability of the Middle East and of the world in general (Tucker, 2014). The Islamic State (IS) has a goal to establish a transitional Islamic state...
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...Hiring Policies Student Name SEC 350 Date Instructor Hiring Policies Employees are often referred to as the face of the organization that employs them. This relationship holds true for the private security industry and the personnel who make up the force. Organizations that employ private security personnel have an obligation to provide qualified, well trained, professionals. State and federal regulations regarding licensing, applicant background checks, recruitment methods, and organizational standards are key elements to the hiring process of potential employees. A lack of care in pre-employment vetting can increase of the risk of civil and criminal liabilities for both security personnel and the organization they represent. State and Federal Regulations Private security is a growing industry is that has evolved throughout the years towards a more standardized and regulated profession. This is evident with the increased interest by politicians, legal authorities, and others to increase regulations and standards for the private security industry. Nemeth (2005) highlights the private security profession involves both the status of authority and the inherent responsibilities of such authority. As the industry has increased its reach into more aspects of public life, so has the public demand for regulation of those employed as security personnel. Most states throughout the nation have implemented minimal standards as a means of narrowing the field of employment...
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...Police Training: A Modern Approach American Military University CMRJ499 Criminal Justice Senior Seminar April 26, 2011 Police Training: A Modern Approach This research paper will examine the idea that traditional police training methods are inefficient for modern adult learners and new methods and techniques need to be utilized to ensure that today’s police force remains highly trained, professional and effective. The theory behind my thesis statement is that police officers are starting their law enforcement careers later in life (Mineard, 2006), are more diverse, have higher education and more life experiences. In the past, police officers were minimally trained, entered their careers at twenty-one or twenty-two years of age and had limited or no life experience prior to becoming police officers. Many law enforcement officers of the past entered police work directly from military service or school. Police training was developed during the early nineteenth century and the methods of training police officers have not change much over the past two decades. With the advent of the more mature, experienced and educated entry-level police officer, comes the need to reassess the training methods and adapt them to more effective methods for adult learners. Gone is the day of telling a rookie officer to sit in the car, keep quiet and do everything the training officer tells them. The military style training of blindly following leaders...
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...PRACTICE & PROBLEMS OF HUMAN RESOURCE DEPARTMENT OF BANGLADESH ARMY INTRODUCTION 1. Human beings are the most important resources in an organization. A firm’s / organization’s success depends on the capabilities of its members. Most problems, challenges, opportunities and frustrations in an organization are people related. Human Resource Management is one of the toughest duties of a manager or leader since humans differ in terms of attitudes, values, aspirations, motivations, assumptions, psychology, and life goals. Looking at today’s competitive world, managerial level staff will require more conceptual and strategic skills. Managers have to be proactive, able to anticipate technological developments and prepare their staff for whatever technological changes that might take place. This will be a successful task only when the HRM itself is fully aware of those changes and has the means to deal with them. HR managers have a number of roles to fulfill. They are the guardians of the manpower- the key assets of the organizations. They are also counselor and protector of employees and directly responsible for their effectiveness in the organization. They need to do their jobs in keeping with the existing laws, rules and regulations of the organization, and promote harmony at the workplace. This has direct bearing in a healthier and more attractive work environment. The success or failure of HR depends also on the top management’s recognition of the importance of HRM, and...
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...Communist China * Browse essays using search option * Access free essay links resource page * Need help with paper writing services? * Bookmark our site for future reference Communism in an Economically Developing China The future of communism in China is unknown, as the world economy becomes more international. Communism has been in China since 1949 and is still present in the country’s activities. Presently China is undergoing incredible economic growth and promises to be a dominant power early in the next century. China’s social tradition has come under heavy pressure from forces of modernization generated in a large part by the sustained contact with the West that began in the middle of the nineteenth century. The Western incursion, not only refined China militarily but brought in its course new ideas- nationalism, science and technology, and innovations in politics, philosophy, and art. Chinese leaders have sought to preserve the nation’s cultural uniqueness by promoting specifically Chinese blends of tradition and modernity. China has undergone several major political transformations from a feudal-like system in early historical times, to a centralized bureaucratic empire that lasted through many unpredictable changes till 1911, to a republic with a communist form of government in the mainland since 1949. Economic geography and population pressure help account for the traditionally controlling role of the state in China. The constant indispensability...
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...Re-entry back into civilian life Prepared by John Smith Submitted to Jenny Smith, Ph.D. March 11, 2014 Memo Date: | March 12, 2014 | To: | Jenny Smith | From: | John Smith | Re: | A study of veterans re-entry back into civilian life | | | I’m transmitting this report for your review, which was prepared to determine the importance of re-entry back into civilian life, and how this information can have a big impact on our veterans’ livelihood. This study focuses on VA support, VA counseling, and VA rehabilitation. I have looked in all three scenarios to better understand its importance in our veterans, our society, and our well-being as a whole. This report provides necessary actions to take so our veterans can have a positive future, and progress as they return from line of duty. These actions will significantly improve our society likelihood to make better decisions about our veteran’s future. Taking accountability and acknowledging our own role in an encounter with a veteran will immediately get a handgrip and correct our situations for the future. If you have a question or comment, please feel free to contact me at (248) 248-1248. CONTENTS EXECTUTIVE SUMMARY ……………………………………………………………………………………. 1 INTRODUCTION ………………………………………………………………………………………………… 2 RE-ENTRY BACK INTO CIVILIAN LIFE ………………………………………………………………….. 2 Description of the findings ……………………………………………………………………. 2 Summary of findings …………………………………………………………………………….. 3 BODY...
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...Army Regulation 350–1 Training Army Training and Leader Development Rapid Action Revision (RAR) Issue Date: 4 August 2011 Headquarters Department of the Army Washington, DC 18 December 2009 UNCLASSIFIED SUMMARY of CHANGE AR 350–1 Army Training and Leader Development This rapid action revision, 4 September 2011-o Implements the Don’t Ask, Don’t Tell Repeal Act of 2010 by deleting all references to developing and conducting training concerning the Army’s Homosexual Conduct Policy (paras 2-21p and 2-22k.) o Rescinds paragraphs 2-6r, 2-46ac, and G-14e.) o Makes administrative changes (app A: marked obsolete forms and publications; corrected forms and publication titles; and corrected Web site addresses; glossary: deleted unused acronyms and corrected titles/abbreviations as prescribed by Army Records Management and Declassification Agency). *Army Regulation 350–1 Headquarters Department of the Army Washington, DC 18 December 2009 Effective 18 January 2010 Training Army Training and Leader Development History. This publication is a rapid action revision (RAR). This RAR is effective 20 September 2011. The portions affected by this RAR are listed in the summary of change. Summary. This regulation consolidates policy and guidance for Army training and leader development and supports a full-spectrum, force protection, expeditionary Army. Applicability. This regulation applies to the active Army, the Army National ...
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...Abstract Military veterans have consistently experienced high unemployment rates. Challenging veterans’ efforts in finding and maintaining employment is the issue of Post-Traumatic Stress Disorder (PTSD). Exacerbating this problem, is civilian employers’ utilization of deficient hiring and employment practices. In particular, employers have developed a sense of fear and uncertainty about PTSD. These perceptions often prove to be a reason why employers choose not to select veteran candidates for employment. Additionally, organizations fail to successfully acclimate and socialize new veteran employees (who do or may suffer from PTSD) into the organization’s culture. Such failures can lead veteran employees to quit their job. Together, the deficient hiring and employment practices displayed towards former service members have significant ethical implications that serve as the catalyst for high unemployment rates for the veteran population. To minimize these implications and to improve veteran employment opportunities, organizations’ human resources (HR) departments must develop and incorporate new approaches to hiring and employing veterans who do or may suffer from PTSD. Keywords: PTSD, invisible disability, human resources, implicit bias Post-Traumatic Stress Disorder: Unethical Business Practices and their Influence on Veteran Unemployment Since the onset of World War II, United States military veterans have been plagued by high unemployment...
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...The Holocaust Deanna Gimmi World Civilizations II Eric Fox March 18, 2012 The Holocaust With Germany in turmoil politically and economically after WWI, the German people were ripe for a charismatic leader. They found that in Adolf Hitler. Hitler joined the German Work Party in 1919. The party embraced right-wing ideology which suited Hitler’s views. Adolf Hitler was a captivating speaker and he encouraged national pride, militarism and commitment to the Volk (people) and a racially “pure” Germany. Hitler changed the name of the party to the National Socialist German Worker’s Party, shortened to the Nazi Party. He hated the Jews and promoted anti-Semitism. There are many stories as to why Hitler hated the Jews, but it is commonly thought that it was because many Jews were merchants and financially successful, when many workers struggled during the depressed economic state of Germany. He had actually developed his dislike for Jews long before he became a soldier. Hitler was appointed chancellor in 1933 and since he had the support of approximately 400,000 Nazis, he was able to overthrow the democratic government and on March 23, 1933 became the dictator of Germany. As dictator, he could then turn his attention to the driving force which had propelled him into politics in the first place, his hatred of the Jews, Gypsies, homosexuals and his idea of a racially “pure” Germany. This paper will examine Adolf Hitler’s rise to power and how the greatest persecution...
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...Unit 6 Project Veterans Having Trouble Finding Jobs After the Military Mark Everhart Kaplan University Professor Sandra Fontana Veterans who have served this country by going to war are quickly realizing that America is not appreciating the sacrifices made for our service members. Veterans are being passed over for employment for many different reasons. Some of these reasons include Post Traumatic Stress Disorder (PTSD), lack of job skills for performing civilian jobs, and the inability to cope with the transition from military to civilian life. The unemployment rate for veterans is 6.9 percent (Norman, 2012). The government and the employers need to work together to make the transition out of the military a smoother process. The Department of Veteran Affairs cannot process the applications for the G.I. Bill fast enough to accommodate the veterans. Veterans lack the job skills necessary to perform jobs in the civilian sector after the military. All military veterans should have special training, skill and mind set for the transition from military to civilian life, provided by the government and employers to ensure employability after serving their country regardless of how many years of service one has served. Veterans lack the special training and skills that are necessary to compete with the civilian population. Veterans often have jobs that cannot transfer to the civilian world (Hefling, 2011). For instance if they are an infantryman, they cannot get a job as a mechanic....
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...OPENING & CLOSING LINES OPENING STATEMENTS - My best staff sergeant; his performance is often characterized by unmatched excellence...promote! - Clearly a superior Element Leader--his sought after abilities greatly impact beyond his career field! - Stellar performer, whose duty performance and job knowledge continually set the example for his peers! - Dynamic, take-charge leader who motivates subordinates to achieve their highest levels of performance - Natural leader who inspires his subordinates to excel--can be relied on to execute any mission flawlessly! - Superb NCO whose advanced expertise and myriad accomplishments are an invaluable asset to the wing! - SSgt Dribble is a first-rate patrol leader who can be relied upon to execute any mission flawlessly - Superior Airman in a class of her own; her many accomplishments sets the example for others to emulate - Competence and professionalism highlight this Airman’s character, duty performance and drive to excel - Top performer; duty performance and job knowledge continually set the example for his peers - Stellar performer for whom not task is too difficult--simply give him a goal or a challenge and get out of his way! - Talented professional for whom no task is too difficult, she sets the tone for excellence amongst her peers! - Exemplifies leadership--demonstrates the ability to handle the most difficult and challenging tasks - Dynamic, take-charge NCO inspiring and empowering...
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