Thesis (M.A.)--University of Hong Kong, 1995. / Includes bibliographical references (leaf 137-147). Also available in print.

Thesis (M.A.)--University of Wisconsin--Madison, 1966. / eContent provider-neutral record in process. Description based on print version record. Bibliography: l. 69-71.

Thesis--University of Michigan, 1988.

Recent world events have affected the rates at which the United States Army Reserve (USAR) recruits and retains enlisted members. As these rates fluctuate, it becomes difficult for the USAR to forecast its recruiting requirements. This thesis describes a statistical model and an associated software tool designed to provide precise forecasts of aggregate USAR enlisted personnel trends. In particular, the tool can assist in forecasting specific USAR enlisted end strength requirements using aggregate accession, retention and attrition rates. Entitled the Army Reserve Enlisted Aggregate Flow Model (AREAFM), the tool uses a Markov Growth Model and, for the purposes of this thesis, it is standardized using fiscal year 2001 (FY01) through FY03 data and validated with FY04 data. The AREAFM is intended for annual use in forecasting the number of enlisted accessions required to achieve USAR end strength. The model can also be used to evaluate how adjustments in accession, promotion and attrition rates, perhaps as the result of changes in USAR manpower policies or current events, might affect the assigned strength. / US Army Reserve (USAR) author.

The purpose of this thesis is to explore how innovative information technologies can facilitate rapid acquisition by using new online information technologies. In the past decade, many legislative and executive branch initiatives have paved the way for government disengagement and commercial engagement within the acquisition community. With new technology and the exponential amount of information now being infused electronically around the world, it is imperative that we take advantage of the tools which the government and private commercial industry have to offer. The vision, within the acquisition community, is for online ordering systems to facilitate streamlined commercial item acquisitions that reap the benefits of improved efficiency, reduced overall costs, and timeliness. This thesis focuses on new technology, the issues surrounding current processes, and the future of rapid online acquisition. / US Army (USA) author.

This study used a qualitative approach to explore the experiences of six veterans, who were employed by the military and who were fathers at the time of their military employment. Semi-structured interviews with participants were used as the primary method of data collection. The researcher asked participants, “What do I need to know to understand what it is like to be a father in the military?” Additional probing questions were used to clarify and expand on the participants’ experiences of bonding emotionally with their children as a father in the military, as well the participants’ experiences of separating from their family and subsequently reuniting following military deployments and occupational travel. Using thematic analysis, the researcher constructed the following themes: (1) “You miss out” (2) “You feel like and outsider” (3) “You try to disconnect from family to deal with work” and (4) “The military comes first.” The current research adds to our understanding of the subjective experience of fatherhood in the military. The themes extracted will be helpful in delineating valuable counselling strategies for fathers in the military, as well as developing military policies and practice that support these fathers in their contribution to the healthy development of their children. / Graduate

My thesis is an account of the 'Women's Corps movement': the efforts to organise women's non-industrial employment, which led to the establishment of women's military services in Britain during the First World War. I survey the background to their introduction both before and during the First World War, and consider the development of pre-war women's organisations in the context of official thinking about defence. The outbreak of war prompted the formation of numerous women's voluntary organisations, and a number of women worked to extend women's role, but it was the continuing manpower crisis which, in 1916, persuaded defence ministers and others seriously to consider forming corps of women to substitute for men in the Army. The recommendations of both the Manpower Distribution Board and a military report advocating substitution of women in certain jobs, together with the desire of senior War Office staff to gain control over women's voluntary groups working for the Army, combined to secure the formation early in 1917 of the first of the three women's military corps, the Women's Army Auxiliary Corps. This was followed soon after by the Women's Royal Naval Service and the Women's Royal Air Force, and I review some of the problems which inevitably accompanied this innovation, such as the spreading of rumours of immorality in the corps, and the manner in which a lack of formal status created difficulties for the women in command. I examine the decision that the Corps should cease to exist after the First World War; the attempts during the 1930s to reorganise a women's corps to work for the armed forces; the formal bestowal of 'military status' upon members of the Auxiliary Territorial Service and Women's Auxiliary Air Force in 1941, and, finally, with the Army and Air Force (Women's Services) Act in 1948, the inclusion of women's services in Britain's peacetime defence organisation.

Thesis (M.S. in Management)--Naval Postgraduate School, June 1990. / Thesis Advisor(s): Evered, Roger D. Second Reader: Pike, Roger T. "June 1990." Description based on title screen as viewed on October 20, 2009. DTIC Descriptor(s): Strategy, budgets, strategic materials, management. DTIC Indicator(s): Theses, Coast Guard Reserve, management, strategy, military budgets. Author(s) subject terms: Strategy, budget, U.S. Coast Guard Reserve. Includes bibliographical references (p. 82-84). Also available in print.

Literature on entrepreneurship has been criticised on several grounds including a strong bias to examine masculine traits, being deeply rooted in the private sector, limited to economics, conceptualised as a specialist skill pertinent only to non-public entities, overly positivist, single causal and with a tendency to downplay the relevance of both the social and human sciences. The relatively few studies of female entrepreneurs in the public sector have been criticised on the grounds of privileging structure over agency and for ignoring new research perspectives. The literature calls for the generation of alternative viewpoints on entrepreneurship and specifically towards those that pay greater attention to the level of the individual within an institutional setting and that embraces like interaction with multiple sociological variables. To generate research outside these biases, a dynamic relational model consisting of four interactive variables (structure, agency, networks and context) was developed and then used to guide a case study on women entrepreneurs within a male dominated institution - the United Kingdom’s (UK) Armed Forces. A critical realist research methodology was used. Interviews were conducted with a stratified sample of 52 female, uniformed officers drawn from all three services (Navy, Army, Airforce). The findings revealed how women use structure, agency, networks and context to create the necessary leverage to bring about entrepreneurial institutional change based on individual goal realisation strategies. The originality of this research is threefold. Firstly, it examines female entrepreneurs in a male dominated public sector institution. Secondly, it uses a critical realist research methodology. Finally, the research develops a dynamic relational model that has wider utility. The overall net result of this research approach is to provide a richer understanding of the complex, multi-causal nature of public sector entrepreneurship that has the potential for far broader application. / © Cranfield University 2015

The purpose of IHL is to protect civilians and provide obligations that parties to the conflict are to adhere to. These obligations in case of a non-international armed conflict emanate from Common Article 3, Additional Protocol II and customary international humanitarian law. The reason for the imposition of these obligations on the parties to the conflict is for the need to protect the civilian population against the effects of hostilities which mostly are women and children. As the conflict in Somalia has gone on for too long, IHL plays an important role in protecting civilians. As the Geneva Conventions regulate armed conflicts together with its Additional Protocols they set out the requirements for the treatment of those not taking part in hostilities. In direct contravention of the Geneva Conventions by the parties to the conflict, the persons not taking part in hostilities have been the victims of attacks by armed groups. Even though armed groups have obligations, breaches have continued to occur resulting in impunity and perpetrators of violence have gone unpunished and there is need to close the accountability gap in respect of holding armed groups accountable in Somalia. The aim of this research is to assess how armed groups in Somalia can be held accountable for the atrocities they have committed. In an attempt to close the gap the researcher discusses the obligations that armed groups have, and when these obligations are breached many result in criminal accountability in respect of war crimes. It is also stated in the research that a State has an obligation to prosecute those in breach of IHL obligations. For prosecution to be possible in Somalia there is need for the Federal government of Somalia to adopt new legislation to enforce the justice system in the attempt to hold armed groups accountable and where possible to also utilise available courts as it is difficult and expensive to establish a tribunal. To end impunity armed groups are to be held accountable.