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The challenges involved in developing new products for the marketplace or for military use in today’s dynamic and technologically advanced environment are more complex than ever before. To meet the demands of these challenges, military and business organizations need to cooperate and manage multiple tasks jointly to provide successful and improved products for end users and customers. The competitive advantage gained by superior products determines the survival of a military force on the battlefield or, conversely, a business in the free-trade market. As such, military and business organizations must actively collaborate as they pursue common goals, especially when cross-functional teams come together sharing joint operations or tasks. Each particular organization is expected to be distinguished by its unique culture, which may serve to support or hinder the process of accomplishing the organizations’ and members’ shared goals. Observing that their purposes are often based upon very different starting assumptions, it is surmised that different operating cultures exist for organizational members representing these entities. Consequently, as members come together in cross-functional teams from different organizations representing the military and business culture, there may be a potential for situational conflict. This study creates propositions based upon the existing research literature, that identify the potential areas where conflicts may ensue from cultural differences, when cross-functional teams comprised by military and business members come together, to achieve a shared task., http://archive.org/details/comparisonofmili1094548666, Lieutenant Colonel, Venezuelan Air Force, Approved for public release; distribution is unlimited.

History has shown mission accomplishment to be a hallmark of a Marine Officer's duty. Mission accomplishment can be a very difficult undertaking and there are several contributing variables. Two variables that enhance mission accomplishment are the maintenance of high personal readiness and physical fitness levels. In consideration of these issues, this thesis takes an organizational behavior and systems-based approach to the study of physical fitness in the United States Marine Corps (USMC). The purpose and intent of this study is to gain an appreciation and understanding of physical readiness. Thesis objectives are a history of physical fitness in the military, a description of the â systems* approach and an analysis of the current system. In reviewing these areas, recommendations can be made for improvements. This study will outline the implications of physical fitness on mission accomplishment and conclude with recommendations for improved fitness programs in the military., http://archive.org/details/physicalfitnessi109451804, Approved for public release; distribution is unlimited.

This study assesses the process capabilities and competencies of Naval Facilities Engineering Command's (NAVFAC) Mid-Atlantic. The assessment uses a crosssectional questionnaire covering contracting processes and selected ethical context. The purpose of this study is to analyze NAVFAC's contracting processes, establish a baseline for contract management maturity and ethical context, and recommend target areas for improvement efforts by application of the Contract Management Maturity Model (CMMM) and the associated Contract Management Maturity Assessment Tool (CMMAT) to NAVFAC Mid-Atlantic's Facilities Engineering and Acquisition Department. An ethics questionnaire is administered to examine NAVFAC's ethical context., http://archive.org/details/analysisofnavalf109452466, Approved for public release; distribution is unlimited.

If moral character is an important trait for an officer, one would assume that the United States Naval Academy would admit only those who possess the requisite moral values. This study explored that assumption. Through the literature review, this study examined the Admission Board's process for evaluating an applicant's moral values, its' charter and each step of the admissions process. The study considered what impact the espoused values of the Naval Academy had on the Admissions Board members and their determinations with regard to applicants., http://archive.org/details/doesunitedstates109452173, Approved for public release; distribution is unlimited.

This study assesses the process capabilities and competencies of Air Force Material Command's (AFMC) Ogden Air Logistics Center (OO-ALC), Contracting Directorate at Hill AFB, UT. This project is conducted with the sponsorship and assistance of the Acquisition Research Program. The assessment uses a cross-sectional questionnaire covering contracting processes and procedure. The assessment spans across five units and delves into six different key contracting process areas. The purpose of this study is to analyze the OO-ALC's contracting processes and procedures to better establish a baseline for contract management maturity. This model, in conjunction with the Contract Management Maturity Assessment Tool (CMMAT), is used to gain information on potential areas of weakness and how to leverage those with strengths. Additionally, this study produces an analysis of the ethical culture currently present in the OO-ALC through the administration of an ethics questionnaire. In these times of significant transformation, it is critical to have mature contracting processes and procedures in place to insure continuity and continuous improvement throughout the organization as well as high ethical standards.

Why is moral courage in the workplace viewed as the unusual, rather than the norm? If we want to cultivate organizational environments that exhibit moral strength, we must consider how courage can be exercised in daily organizational life, as an action that can be achieved by everyone. To explore this notion, we see a need to develop additional understanding of how people determine whether or not they will act in a morally courageous way when faced with an ethical challenge. While existing theory sheds light on various aspects of ethical decision making, missing from the literature is an examination of how emotions, automatic responses to situational conditions, along with conscious and deliberative thought, work together to help guide this process. Yet to be fully explored are the internal factors and the social influences that accompany them, specifically those that contribute to forming the desire and decision to act with moral courage. We argue that scholarship designed to explain how this process unfolds will reshape our understanding of moral courage as an action open to self‐control, and thus can occur more frequently than the rare event it is often presumed to be. Our depiction of the organizational member's response to an ethical challenge helps take moral courage out of the extraordinary and into the realm of what can be achieved by most people, at least some of the time.

This study assesses the process capabilities and competencies of Naval Facilities Engineering Command's (NAVFAC) Mid-Atlantic. The assessment uses a crosssectional questionnaire covering contracting processes and selected ethical context. The purpose of this study is to analyze NAVFAC's contracting processes, establish a baseline for contract management maturity and ethical context, and recommend target areas for improvement efforts by application of the Contract Management Maturity Model (CMMM) and the associated Contract Management Maturity Assessment Tool (CMMAT) to NAVFAC Mid-Atlantic's Facilities Engineering and Acquisition Department. An ethics questionnaire is administered to examine NAVFAC's ethical context.

Organizational development and change may be initiated from two different starting points. A diagnostic approach begins with an examination of problems to assess and correct dysfunction. In contrast, the Appreciative Inquiry approach begins by identifying an organization’s strengths as resources for change. An experimental study was conducted to compare the processes and outcomes that arise during the first phase of each approach. Results show that both approaches lead to different but favorable and complementary outcomes. Both participant gender and the gender construction of the dyads in which individuals participated moderate these effects in unexpected ways. The implications for understanding the processes by which both methods work, and the potential for combining them, are discussed.

Business Ethics in a Global World: China, India, and Beyond - Santa Clara University -March 10, 2006 - Leslie E. Sekerka, Ph.D.Assistant Professor, Organizational Behavior & EthicsNaval Postgraduate School Monterey, CA

We discuss and examine strategies used to achieve rapid transformation when there are specialized identities within an organization. In this case study we use a grounded theory approach, conducting interviews with individuals representing the various subgroups in the organization two years after a reform initiative was undertaken. Transcripts were thematically analyzed. The findings contributed to the development of a model to depict the effects of a specialized management identity that employs a deletion strategy using coercion to effect rapid transformation. Recommendations are presented for specialized identity change management strategies., The original document contains color images.

We discuss and examine strategies used to achieve rapid transformation when there are specialized identities within an organization. In this case study we use a grounded theory approach, conducting interviews with individuals representing the various subgroups in the organization two years after a reform initiative was undertaken. Transcripts were thematically analyzed. The findings contributed to the development of a model to depict the effects of a specialized management identity that employs a deletion strategy using coercion to effect rapid transformation. Recommendations are presented for specialized identity change management strategies.

History has shown mission accomplishment to be a hallmark of a Marine Officer's duty. Mission accomplishment can be a very difficult undertaking and there are several contributing variables. Two variables that enhance mission accomplishment are the maintenance of high personal readiness and physical fitness levels. In consideration of these issues, this thesis takes an organizational behavior and systems-based approach to the study of physical fitness in the United States Marine Corps (USMC). The purpose and intent of this study is to gain an appreciation and understanding of physical readiness. Thesis objectives are a history of physical fitness in the military, a description of the â systems* approach and an analysis of the current system. In reviewing these areas, recommendations can be made for improvements. This study will outline the implications of physical fitness on mission accomplishment and conclude with recommendations for improved fitness programs in the military.

If moral character is an important trait for an officer, one would assume that the United States Naval Academy would admit only those who possess the requisite moral values. This study explored that assumption. Through the literature review, this study examined the Admission Board's process for evaluating an applicant's moral values, its' charter and each step of the admissions process. The study considered what impact the espoused values of the Naval Academy had on the Admissions Board members and their determinations with regard to applicants.

We discuss and examine strategies used to achieve rapid transformation when there are specialized identities within an organization. In this case study we use a grounded theory approach, conducting interviews with individuals representing the various subgroups in the organization two years after a reform initiative was undertaken. Transcripts were thematically analyzed. The findings contributed to the development of a model to depict the effects of a specialized management identity that employs a deletion strategy using coercion to effect rapid transformation. Recommendations are presented for specialized identity change management strategies.

We discuss and examine strategies used to achieve rapid transformation when there are specialized identities within an organization. In this case study we use a grounded theory approach, conducting interviews with individuals representing the various subgroups in the organization two years after a reform initiative was undertaken. Transcripts were thematically analyzed. The findings contributed to the development of a model to depict the effects of a specialized management identity that employs a deletion strategy using coercion to effect rapid transformation. Recommendations are presented for specialized identity change management strategies., Approved for public release; distribution is unlimited.

We discuss and examine strategies used to achieve rapid transformation when there are specialized identities within an organization. In this case study we use a grounded theory approach, conducting interviews with individuals representing the various subgroups in the organization two years after a reform initiative was undertaken. Transcripts were thematically analyzed. The findings contributed to the development of a model to depict the effects of a specialized management identity that employs a deletion strategy using coercion to effect rapid transformation. Recommendations are presented for specialized identity change management strategies.

Scholars and practitioners typically view organizational development and change from two very different starting points. A diagnostic intervention begins with an examination of problems to assess and correct dysfunction. This process has a history of success, with decades of theory and practice to support its use. However, an alternative has emerged with popularity. Appreciative Inquiry targets the organization's strengths and draws upon them as a resource for change. An experiment was conducted to compare the first phase of each approach to understand how initial experiences in each process impacts employees. Results show Appreciative Inquiry leads to positive emotion, favorable view of self, and desired perceptions, but the diagnostic approach also leads to desired perceptions. Gender moderates effects in unexpected ways.

The challenges involved in developing new products for the marketplace or for military use in today’s dynamic and technologically advanced environment are more complex than ever before. To meet the demands of these challenges, military and business organizations need to cooperate and manage multiple tasks jointly to provide successful and improved products for end users and customers. The competitive advantage gained by superior products determines the survival of a military force on the battlefield or, conversely, a business in the free-trade market. As such, military and business organizations must actively collaborate as they pursue common goals, especially when cross-functional teams come together sharing joint operations or tasks. Each particular organization is expected to be distinguished by its unique culture, which may serve to support or hinder the process of accomplishing the organizations’ and members’ shared goals. Observing that their purposes are often based upon very different starting assumptions, it is surmised that different operating cultures exist for organizational members representing these entities. Consequently, as members come together in cross-functional teams from different organizations representing the military and business culture, there may be a potential for situational conflict. This study creates propositions based upon the existing research literature, that identify the potential areas where conflicts may ensue from cultural differences, when cross-functional teams comprised by military and business members come together, to achieve a shared task.

Women in the military are considered a minority population. Recent numbers reflect a 16% representation by women in the total Armed Forces population, with the Air Force displaying the largest proportion (17%), while the Marine Corps has the smallest proportion (6%). Multiple Defense organizations have expressed concern about the progression of women officers into senior leadership positions and the barriers they face to their continued success in the military. This thesis explores the officer career path experienced by women officers progressing through the ranks, primarily during the mid-level grades of Captain (O-3) through Lt Colonel (O-5). It specifically examines women in the United States Marine Corps and Air Force because these two branches of service currently maintain the smallest and largest proportion of women, respectively. The researchers examined the demographic composition of the individual service communities and conducted personal interviews with mid-level (O-3 to O-5) and senior (O-6 and above) officers to investigate any commonalities paralleling the military to the civilian sector. Specifically, this inquiry looks at the "glass ceiling" effect and any strong similarities or differences that may exist between the Marine Corps and the Air Force. Resulting information is expected to reveal a better understanding of military women's career progression and factors that may exist in today's Armed Services, which influence their decision to continue or separate from the military.

Few studies have focused on the effects of change within a military graduate institution where military and academic subcultures coexist. This research focused on the 2001 organizational change at the Naval Postgraduate School. The purpose was to identify how change was approached and implemented. Our analysis revealed that this change process implemented across the organization affected the intensity of sub-cultural conflict within the organization. In the case of NPS, we found that an authoritarian military style of change negatively impacted the existing academic subculture. The pressure of a change effort that was not representative of both subcultures served to increase the intensity of conflict between the military and academic subcultures, thus jeopardizing the ability for the two to work together. This study contributes to and amplifies existing theory through the examination of organizational change in a unique military/academic environment. It is important for change agents to understand how these factors are interrelated so that the intensity of cultural conflict can be better managed.

Few studies have focused on the effects of change within a military graduate institution where military and academic subcultures coexist. This research focused on the 2001 organizational change at the Naval Postgraduate School. The purpose was to identify how change was approached and implemented. Our analysis revealed that this change process implemented across the organization affected the intensity of sub-cultural conflict within the organization. In the case of NPS, we found that an authoritarian military style of change negatively impacted the existing academic subculture. The pressure of a change effort that was not representative of both subcultures served to increase the intensity of conflict between the military and academic subcultures, thus jeopardizing the ability for the two to work together. This study contributes to and amplifies existing theory through the examination of organizational change in a unique military/academic environment. It is important for change agents to understand how these factors are interrelated so that the intensity of cultural conflict can be better managed.

Introduction: Few studies have examined how peer coaching is an eflective educational and development technique in contexts outside the clussroom. This research focused on peer coaching as a platform to study the process of professional development for physicians. The purpose was to identib perceived benefits coaches received from a coaching encounter and how this relates to their own process of professional development.

MBA Professional Report, This study assesses the process capabilities and competencies of Air Force Material Command's (AFMC) Ogden Air Logistics Center (OO-ALC), Contracting Directorate at Hill AFB, UT. This project is conducted with the sponsorship and assistance of the Acquisition Research Program. The assessment uses a cross-sectional questionnaire covering contracting processes and procedure. The assessment spans across five units and delves into six different key contracting process areas. The purpose of this study is to analyze the OO-ALC's contracting processes and procedures to better establish a baseline for contract management maturity. This model, in conjunction with the Contract Management Maturity Assessment Tool (CMMAT), is used to gain information on potential areas of weakness and how to leverage those with strengths. Additionally, this study produces an analysis of the ethical culture currently present in the OO-ALC through the administration of an ethics questionnaire. In these times of significant transformation, it is critical to have mature contracting processes and procedures in place to insure continuity and continuous improvement throughout the organization as well as high ethical standards., http://archive.org/details/analysisofcontra1094510171, Approved for public release; distribution is unlimited.

Women in the military are considered a minority population. Recent numbers reflect a 16% representation by women in the total Armed Forces population, with the Air Force displaying the largest proportion (17%), while the Marine Corps has the smallest proportion (6%). Multiple Defense organizations have expressed concern about the progression of women officers into senior leadership positions and the barriers they face to their continued success in the military. This thesis explores the officer career path experienced by women officers progressing through the ranks, primarily during the mid-level grades of Captain (O-3) through Lt Colonel (O-5). It specifically examines women in the United States Marine Corps and Air Force because these two branches of service currently maintain the smallest and largest proportion of women, respectively. The researchers examined the demographic composition of the individual service communities and conducted personal interviews with mid-level (O-3 to O-5) and senior (O-6 and above) officers to investigate any commonalities paralleling the military to the civilian sector. Specifically, this inquiry looks at the "glass ceiling" effect and any strong similarities or differences that may exist between the Marine Corps and the Air Force. Resulting information is expected to reveal a better understanding of military women's career progression and factors that may exist in today's Armed Services, which influence their decision to continue or separate from the military., http://archive.org/details/theglassceilinge109451711, Captain, United States Air Force, Major, United States Marine Corps, Approved for public release; distribution is unlimited.

MBA Professional Report, Few studies have focused on the effects of change within a military graduate institution where military and academic subcultures coexist. This research focused on the 2001 organizational change at the Naval Postgraduate School. The purpose was to identify how change was approached and implemented. Our analysis revealed that this change process implemented across the organization affected the intensity of sub-cultural conflict within the organization. In the case of NPS, we found that an authoritarian military style of change negatively impacted the existing academic subculture. The pressure of a change effort that was not representative of both subcultures served to increase the intensity of conflict between the military and academic subcultures, thus jeopardizing the ability for the two to work together. This study contributes to and amplifies existing theory through the examination of organizational change in a unique military/academic environment. It is important for change agents to understand how these factors are interrelated so that the intensity of cultural conflict can be better managed., http://archive.org/details/realignmentndpro109459825, Lieutenant, United States Navy, Lieutenant Commander, United States Navy, Approved for public release; distribution is unlimited.