...Simulators 13 Results 14 References 17 List of Tables Figure 1: Real World Improvement Vs. Simulation Realism Military Training FAQ. (2013). In VirTra. Retrieved March 24, 2013, from http://www.virtra.com/military-faq/ 15 Table 2: Long Rang Precision Shooting Simulator Sherer, K. (2007, October 29). Laser Shot announces Personal Weapon Simulator partnership. In Gamzig. Retrieved March 28, 2013, from http://www.gizmag.com/go/8224/.........................................................................16 ABSTRACT This paper explores a brief history and the current utilization of virtual simulators and video games within the United States Department of Defense (DoD). Focusing on modern times, the US military is continuing to utilize virtual simulators and war based video games to assist in the training of troops before going on the battle front. The US Military presently uses numerous types of simulators for training, the following will include the implementation of ISMIT (indoor simulated marksmanship trainer) and LRPSS (long rang precision shooting simulator) as well as flight and driving simulators. In their own time the troops who play war based video games, like Call of Duty, Medal of Honor and Battlefield on either the X-Box 360 or PlayStation 3 platforms also increase their critical thinking skills as well as their tactical combat skills. How...
Words: 3189 - Pages: 13
...Slide 2 – Introduction In this presentation, we will review the current organizational structure and needs in order to provide recommendations for constructing workgroups capable of improving company-wide collaborative efforts. A review of the current organization will result in our recommendation for a transitional structure and include infrastructure for technology, training and development, performance assessments, and general guidance which is based in the scholastic research this team conducted. Slide 3 – Current Structure The current structure of the organization consists of workgroups in five locations within the U.S. and Portugal. The members of this virtual team are highly diverse, possessing different backgrounds from distinct perspectives in areas such as career, nationality and level of experience. Currently the organization is operating within a vertically aligned structure which negatively impacts the organization’s speed to market for decisions, hinders cross-departmental collaboration, and creates inter-departmental conflict of responsibilities. In transitioning to a team-based model, we seek an improved structure which allows for efficiency on project execution and management as well as improved information sharing, decision making, and conflict resolution. Slide 4 - Current Structure Based on Fiol and O’Conner (2005, p. 25), the current structure most closely resembles the needs of Hybrid teams with occasional face-face interaction. Given the...
Words: 2261 - Pages: 10
...website, https://WWW.TBS.USMC.MIL/PAGES/MARTIAL_ARTS (c) MCO P1020.34F, Marine Corps Uniform Regulations (d) MCO 1510.122A, Individual Training Standards for the Marine Corps Martial Arts Program (MCMAP) (e) MCO P1080.40A, Marine Corps Total Force System Personnel Reporting Instructions Manual (MCTFSPRIM) (f) MCO P1700.29, Marine Corps Semper Fit Program Manual (g) MCO P1070.12, Marine Corps Individual Records Administration Manual (IRAM) (1) Performance Evaluations and Promotions in the Belt Ranking Achievement System (2) Guidelines for the completion of an Elements of Martial Culture Analysis (3) Guidelines for the completion of a Unit Training Integration Plan (4) Example Request for Promotion to Black Belt Fourth Degree (5) Example Request for Promotion to Black Belt Fifth and Sixth Degree (6) NAVMC 11432 Instructors Course Record Encl: 1. Purpose. This order establishes policies, procedures, and standards for effective management, operation, and maintenance of the Marine Corps Martial Arts Program (MCMAP). 2. Cancellation. MCO 1500.54. 3. Background. MCMAP is an integrated martial art designed for and executed by all Marines throughout their careers. MCMAP is a revolutionary step in the development of martial skills for Marines and replaces all other close combat-related systems preceding its introduction. Previously, close combat programs DISTRIBUTION STATEMENT A: Approved for public release; distribution is unlimited. MCO 1500.54A 16 Dec 02 emphasized physical...
Words: 10064 - Pages: 41
...NAVAL POSTGRADUATE SCHOOL Monterey, California THESIS AN ASSESSMENT OF THE SHIPBOARD TRAINING EFFECTIVENESS OF THE INTEGRATED DAMAGE CONTROL TRAINING TECHNOLOGY (DDCTT) VERSION 3.0 by Stephen J. Coughlin March 1998 Thesis Co-Advisors: Bernard J. Ulozas Alice Crawford Approved for public release; distribution is unlimited. PTIC QUALITY INSPECTED 6 REPORT DOCUMENTATION PAGE Form Approved OMB No. 0704-0188 Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instruction, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to Washington Headquarters Services, Directorate for Information Operations and Reports, 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA 22202-4302, and to the Office of Management and Budget, Paperwork Reduction Project (0704-0188) Washington DC 20S03. 1. AGENCY USE ONLY (Leave blank) 6. March 1998 Master's Thesis FUNDING NUMBERS TITLE AND SUBTITLE An Assessment of the Shipboard Training Effectiveness of the Integrated Damage Control Training Technology (IDCTT) Version 3.0 AUTHQR(S) Stephen J. Coughlin 7. 2. REPORT DATE 3. REPORT TYPE AND DATES COVERED PERFORMING ORGANIZATION...
Words: 34538 - Pages: 139
...4. Employee Training and Development , Knowledge Level: Novice, Keywords: employee, training Read more: 4. Employee Training and Development Get more information on Entrepreneurship The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements. Purpose of Training and Development Reasons for emphasizing the growth and development of personnel include • Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. • Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. • Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale. • Ensuring adequate human resources for expansion into new programs. Research has shown specific benefits that a small business receives from training and developing its workers, including: • Increased productivity. • Reduced employee turnover. • Increased efficiency resulting in financial...
Words: 3366 - Pages: 14
...As a leader, is it better to be feared, or revered? Lynn Dean Excelsior College Abstract With every generation of leaders, the ageless debate surfaces; as a leader, is it better to be feared or revered? Leadership attributes, skills, and styles are the driving forces to lead others to successful mission accomplishment. Good leadership is based on these fundamental, unchanging qualities, such as competence, character, and a profound sense of responsibility. Styles of leadership may vary over time or may evolve with changing circumstances, but these bedrock qualities are foundations of a leaders' substance. Profiling historic leaders shows how these qualities are embodied by these leaders. Even with these qualities being present in all successful leaders, they can still be perceived as either feared or revered. It stands in good contention that successful leaders, whether feared or revered possessed the same qualities. The differences in the perception, is in how the leaders deployed their leadership philosophies. Many leaders are revered by their followers, and feared by their enemies, as where other leaders are feared by their followers. Keywords: Leaders, leadership. As a Leader, is it Better to be Feared, or Revered? Machiavelli believed that a great leader should be feared rather than loved. A midstream conservative approach is to say that it’s better to be both loved and feared, but we know in all reality that this is a nearly unattainable...
Words: 3631 - Pages: 15
...N I N G O B J E C T I V E S 10 1. Identify the purpose and structure of narrative writing. 2. Recognize how to write a narrative essay. Rhetorical modes simply mean the ways in which we can effectively communicate through language. This chapter covers nine common rhetorical modes. As you read about these nine modes, keep in mind that the rhetorical mode a writer chooses depends on his or her purpose for writing. Sometimes writers incorporate a variety of modes in one essay. In covering the nine rhetorical modes, this chapter also emphasizes these as a set of tools that will allow you greater flexibility and effectiveness in communicating with your audience and expressing your ideas. rhetorical modes The ways in which we effectively communicate through language. 1.1 The Purpose of Narrative Writing Narration means the art of storytelling, and the purpose of narrative writing is to tell stories. Any time you tell a story to a friend or family member about an event or incident in your day, you engage in a form of narration. In addition, a narrative can be factual or fictional. A factual story is one that is based on, and tries to be faithful to, actual events as they unfolded in real life. A fictional story is a made-up, or imagined, story; the writer of a fictional story can create characters and events as he or she sees fit. However, the big distinction between factual and fictional narratives is based on a writer’s purpose. The writers of factual stories try to recount...
Words: 14947 - Pages: 60
...Clin Soc Work J (2014) 42:323–335 DOI 10.1007/s10615-014-0496-z ORIGINAL PAPER Trauma Through the Life Cycle: A Review of Current Literature Shulamith Lala Ashenberg Straussner Alexandrea Josephine Calnan • Highlight every key term that refers to the following key concepts: 1) "trauma" generally a) "large T trauma" b) "micro-trauma" 2) "resilience" Published online: 31 May 2014 Ó Springer Science+Business Media New York 2014 Abstract This paper provides an overview of common traumatic events and responses, with a specific focus on the life cycle. It identifies selected ‘‘large T’’ and ‘‘micro’’ traumas encountered during childhood, adulthood and late life, and the concept of resilience. It also identifies the differences in traumatic events and reactions experienced by men compared to women, those related to the experience of immigration, and cross generational transmission of trauma. Descriptions of empirically-supported treatment approaches of traumatized individuals at the different stages of the life cycle are offered. Keywords PTSD Á Large-T and micro-traumas Á Neurobiology Á Gender differences Á Immigrants Á Treatment approaches The past is never dead. It’s not even past. William Faulkner The conflict between the will to deny horrible events and the will to proclaim them aloud is the central dialectic of psychological trauma. Judith Lewis Herman S. L. A. Straussner (&) Silver School of Social Work, New York University, 1 Washington...
Words: 10490 - Pages: 42
...LEADERSHIP AND EXPECTATIONS: PYGMALION EFFECTS AND OTHER SELF-FULFILLING PROPHECIES IN ORGANIZATIONS Dov Eden Tel Aviv University The Pygmalion effect is a type of self-fulfilling prophecy (SFP) in which raising manager expectations regarding subordinate performance boosts subordinate performance. Managers who are led to expect more of their subordinates lead them to greater achievement. Programmatic research findings from field experiments are reviewed, and our present knowledge about the Pygmalion effect in the management of industrial, sales, and military organizations is summarized. A model is presented in which leadership is hypothesized to be the key mediator through which manager expectations influence motivation, effort, and performance. The subordinate self-efficacy, performance expectations, behaviors that comprise the Pygmalion Leadership Style are described. Besides creating the one-onone Pygmalion effect, additional ways for managers to assert their leadership by creating productive organizationwide SFP are suggested. An agenda for research on SFP applications is proposed. Expectations play an important role in determining leadership effectiveness. Scholars and practitioners have assumed for a long time that leaders who expect more get more (e.g., Likert, 1961, 1967; McGregor, 1960). Despite this general awareness, until recently there was little empirical research illuminating how and why leader expectation effects operate...
Words: 17768 - Pages: 72
...Chapter 7 Prevention of Sexual Harassment 7–1. Overview The prevention of sexual harassment is a commander’s responsibility. The EOA plays a pivotal role by assisting the commander with policy awareness, training, command climate assessments, complaints processing and overall advisory assistance concerning the prevention of sexual harassment. 7–2. Chain of command responsibilities Commanders and supervisors will— a. Ensure that assigned personnel (to include RC personnel under their jurisdiction) are familiar with the Army policy on sexual harassment. b. Publish and post written command policy statements for the prevention of sexual harassment. All statements will be consistent with Army policy. They will include the local command’s commitment to the Army’s policy against sexual harassment and will reaffirm that sexual harassment will not be tolerated. The statement will explain how and where to file complaints and will state that all complainants will be protected from acts or threats of reprisal. Each ACOM/ASCC/DRU, installation, separate unit, agency, and activity down to company, troop or battery level will publish a sexual harassment command policy statement. Units should coordinate these policy statements with the servicing staff judge advocate or legal advisor before publishing them. c. Continually assess and be aware of the climate of command regarding sexual harassment. Identify problems or potential problems. Take prompt, decisive action to investigate...
Words: 36437 - Pages: 146
...An Army White Paper THE PROFESSION OF ARMS I AM AN EXPERT AND I AM A PROFESSIONAL 9TH STANZA SOLDIER’S CREED CG TRADOC Approved 8 December 2010 Authority: This White Paper has been approved for distribution on 2 December 2010 by the Commanding General, Training and Doctrine Command (TRADOC), under his authority granted by the Secretary of the Army and the Chief of Staff of the Army in the Terms of Reference dated 27 October 2010 for TRADOC to execute the ‗Review of the Army Profession in an Era of Persistent Conflict.‘ Purpose: This White Paper serves to facilitate an Army-wide dialog about our Profession of Arms. It is neither definitive nor authoritative, but a starting point with which to begin discussion. It will be refined throughout calendar year 2010 based on feedback from across our professional community. All members of the profession and those who support the profession are encouraged to engage in this dialog. Distribution: Distribution is unlimited. Yet, the material in this draft is under development. It can be referenced, but not referenced or cited as official Army policy or doctrine. Feedback and Participation: Comments on this White Paper should be sent to the Center for the Army Profession and Ethic (CAPE), Combined Arms Center, TRADOC. To get engaged in this review of the Profession of Arms, visit the CAPE website at https://www.us.army.mil/suite/page/611545 and click on the Campaign link. The website will also provide links to professional forums...
Words: 13494 - Pages: 54
...support individuals who need medical assistance. This includes hospitals, clinics, and research and administrative facilities which supply resources for primary care, research, surgical procedures, and specialized treatments. The Medical Association of Sim operates nationally in order to provide assistance to individuals from all facets of life. With this, it is imperative to consider data encryption, network security, access controls, policies, audits, and risk management for the protection and longevity of the organization. Encryption and network security are two major areas of interest when sending, receiving, and storing personal information on our organization’s devices. Some of these materials include Social Security Numbers, Date-of-Birth (DOB), Government name, address, various pieces of contact information, family history, financial information, and personal health information, and...
Words: 3281 - Pages: 14
...Grant Writing FOR DUMmIES 3RD ‰ EDITION by Dr. Beverly A. Browning, MPA, DBA Grant Writing For Dummies® 3rd Edition , Published by Wiley Publishing, Inc. 111 River St. Hoboken, NJ 07030-5774 www.wiley.com Copyright © 2009 by Wiley Publishing, Inc., Indianapolis, Indiana Published by Wiley Publishing, Inc., Indianapolis, Indiana Published simultaneously in Canada No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Sections 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, 222 Rosewood Drive, Danvers, MA 01923, 978-750-8400, fax 978-646-8600. Requests to the Publisher for permission should e addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201) 748-6011, fax (201)748-6008, or online at http:// www.wiley.com/go/permissions. Trademarks: Wiley, the Wiley Publishing logo, For Dummies, the Dummies Man logo, A Reference for the Rest of Us!, The Dummies Way, Dummies Daily, The Fun and Easy Way, Dummies.com, Making Everything Easier, and related trade dress are trademarks or registered trademarks of John Wiley & Sons, Inc. and/ or its affiliates in the United States and other countries, and...
Words: 113853 - Pages: 456
... OPSEC as a concept was developed during the Vietnam War under the command of Admiral Ulyssess Sharp. The mission of the newly-established “Purple Dragon” team was to determine how the enemy was able to gather information on military operations (2). The team was able to understand the need to alter tactics and procedures to reduce an adversary's ability to make educated predictions based on the knowledge of routines (3). Post-war OPSEC was formally established as a national program when President Ronald Regan signed the National Security Decision Directive Number 298 in 1988 (4/ p1). Although the program was created as a result of the Purple Dragon team’s notable efforts in the Vietnam War; OPSEC as a concept has been a combat enabler (and a lack thereof has been an impediment to effectiveness) throughout history. President George Washington understood this well, as did Sun Tzu almost a millennia before (2). During the Revolutionary War,...
Words: 5936 - Pages: 24
...[pic] ASSIGNMENT: PERFORMANCE APPRAISAL METHOD Performance Appraisal Method Critical Incident Method Definition: This format of performance appraisal is a method which is involved identifying and describing specific incidents where employees did something really well or that needs improving during their performance period. Critical incident is a method used for many sectors. An incident is critical when it illustrates what the employers has done or failed to do. The critical incidents for performance appraisal are a method in which the manager writes down positive and negative performance behavior of employees throughout the performance period. Each employee will be evaluated as such and one’s performance appraisal will be based on the logs that are put in the evaluation form. The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior. At the end of the rating period, these recorded critical incidents are used in the evaluation of the workers’ performance. The critical incidents file of performance appraisal is a form of documentation that reflects all data about employee performances. Most frequently, the critical incidents technique of evaluation is applied to evaluate the performance of superiors rather than of peers of subordinates. Disadvantages of Critical Incident This method suffers however from the following limitations: • Critical...
Words: 4332 - Pages: 18
