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Utveckling av en enkät för mätning av riskperception hos soldater och officerare : Vikten av kunskap och erfarenhet för att bedöma risker / Development of a questionnaire for the measurement of risk perception among soldiers and officers : The importance of knowledge and experience when assessing risksSchüler, Martin January 2016 (has links)
Den föreliggande studien undersöker om en omarbetad version av skalan Risk Perception Self (RPS) och Risk Perception Other (RPO) som Hunter (2002) vidareutvecklade från Imhoff och Levine (1981) för att mäta riskperception hos piloter, även mäter riskperception hos militär personal. Hunters skala bestod av (RPS=26, RPO=17) frågescenarier uppdelade i 2 perspektiv föreställande typiska risksituationer som piloter kan möta i sitt arbete. Skalan översattes till svenska och scenarierna anpassades till risksituationer av allmänmilitär karaktär som militärpersonal förstår och möter i sitt arbete. Den omarbetade skalan besvarades av 153 militärer, 20-66 år gamla, genomsnittsålder 32.5, 17% kvinnor. Deltagarnas erfarenhet av militär verksamhet varierade, Erfarna individer var soldater som hade genomgått grundläggande militär-, soldat- och befattningsutbildning (n=93). Noviser var soldater som hade nyligen påbörjat sin utbildning (n=60). Skalan hade god reliabilitet (Chronbach α för RPS=0.88, RPO=0,89) och Hunters skalas struktur kunde till stor del återfinnas i den omarbetade skalan. Den omarbetade riskperceptionsskalan användes därefter för att undersöka om studiedeltagarnas kunskap, erfarenhet, kön och ålder påverkar riskperceptionen och om den kontexten man befinner sig i när man besvarar frågorna påverkar deltagarnas riskuppfattning. Resultaten visade att Erfarna deltagare bedömer risker som mindre farliga. Kvinnor och äldre bedömer risker som farligare och personal tillhörande stridande förband bedömer risker som mindre farliga än personal vid stödjande förband. Dessa resultat är i huvudsak i linje med tidigare forskning vilket tyder på att den omarbetade skalan förmår att mäta riskperception bland militär personal. Generellt bedömde Noviser risker som farligare jämfört med Erfarna i underdimensionerna Självorsakade risker, Externa hot och Riskbenägna beslut oavsett vilken kontext de befann sig i när de fyllde i enkäten. / The present study investigated whether a revised version of the scale Risk Perception Self (RPS) and the Hazard Perception Other (RPO) that Hunter (2002) developed from Imhoff and Levine (1981) to measure the risk perception of pilots, also measures risk perception among military personnel. Hunters scale consisted of (RPS=26, RPO=17) scenarios divided in 2 perspectives depicting typical risk situations that pilots faced in their work. The scale was translated into Swedish and the scenarios adjusted to risk situations of general military nature as military personnel would understand and encounter in their work. The revised scale was answered by 153 servicemen, 20-66 years old, average age 32.5; 17% women. The participants' experience of military operations varied: Experienced individuals were soldiers who had undergone basic military training and specific military training (n = 93). Novices were soldiers who had recently started their training (n = 60). The scale had good reliability (Cronbach α = 0.88 for RPS, RPO = 0.89) and the factor-structure of Hunter’s scale replicated reasonably well in the revised scale. The revised risk perception scale was then used to investigate whether the study participants´ knowledge, experience, gender and age affected risk perception and if the respondents’ contexts affected the participants´ risk perception. The results showed that Experienced participants assessed risks as less dangerous. Women and older people assessed risks as more dangerous, and personnel associated with combat units assessed risks as less dangerous than personnel in supporting units. These results are generally in line with previous research and suggest that the revised scale is capable of measuring the risk perception among military personnel. An interesting result was that the context in which the participants answered the questionnaire also affected risk perception. Generally, Novices assessed risks as more dangerous than experienced in self-made hazards, external threats and risk-prone decisions regardless of what context they were in when they filled in the questionnaire.
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Junior Officer oral communication in the Navy and Marine CorpsLong, John M. 06 1900 (has links)
Approved for public release; distribution is unlimited / Communication is an essential skill for every military officer. Their jobs are accomplished through communication as they motivate soldiers and sailors, who in turn physically accomplish the diverse missions of the military. Junior officers in the Navy and Marine Corps hold key and challenging positions in any ship or unit. While they rarely originate any major initiatives or missions, they almost always give the final order or direction. Therefore they must be able to accurately communicate both up and down the chain of command. While communicating comes easily to some junior officers, many struggle with it, and most have room for improvement. The USNA recognizes the important role that it can play in developing junior officer communication abilities. One of the Academy's strategic initiatives is Oral and Written Communications Excellence. The focus of this thesis is oral communications. This thesis will identify what type of oral communications are prevalent in the fleet, what the important communication skills are that a junior officer must master, and how the Naval Academy and other institutions can help develop these skills in the future leaders of the Navy and Marine Corps. / Lieutenant, United States Naval Reserve
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An analysis of the impact of changes in the officer education system on the Army's transient, holdee, and student accountHoffmann, Arthur J., Jr. 06 1900 (has links)
Approved for public release, distribution is unlimited / The United States Army is making changes in the Officer Education System for 2nd lieutenants to majors. These changes affect the size of Transient, Holdee and Student account (THS). The current Officer Basic Course changes to a two-phased system called Basic Officer Leadership Course (BOLC II and III). A twenty-week Captains' Career Course (CCC) replaces the current CCC and Combined Arms and Service Staff School (CAS3). Currently, Command and General Staff College (CGSC), where 50% of a year group attends resident CGSC, shifts to a two-phased approach with a Common Core Course and a Career Field Qualification Course. This thesis includes an Excel simulation model producing monthly predictions for six years for officers in THS account because of schooling. Assignments are Permanent Change of Station (PCS), Temporary Duty (TDY) Enroute, or TDY and Return. Therefore, if 30% of majors attend Officer Education System (OES) as a PCS or TDY Enroute, the THS account sees a man-year increase of between 166 and 552 personnel. For CCC, if 30% of captains attend CCC as PCS/TDY Enroute, THS shows a man-year decrease of between 1162 and 1171. When the new BOLC education system was simulated, the THS account showed a man-year increase of between 172 and 242 when compared to the current OBC. / Army Deputy Chief of Staff, G-1 / Major, United States Army
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Officerens anställningsbarhet i tvåbefälssystemet : vilka förutsättningar gäller för de högskoleutbildade officerarna på arbetsplatsen? / Officers employability : what conditions apply on the workplace for the academic officers when commissioned?Rosén, Henrik January 2009 (has links)
<p>Föreliggande uppsats utgår från ett potentiellt problem för Försvarsmakten att i det nyligen införda tvåbefälssystemet omhänderta den högskolemässigt utbildade officeren som sannolikt generellt innehar en högre utbildningsnivå och mer uttalad karriärambition än de äldre yrkesofficerarna från det tidigare enbefälssystemet NBO.</p><p>Uppsatsens syfte är att tydliggöra vilka förutsättningar på arbetsplatsen som gäller för tvåbefälsystemets högskolemässigt utbildade officerare vid officersprogrammet ur ett anställningsbarhetsperspektiv. Anställningsbarhetsbegreppet kommer att utgöra det redskap som jag applicerar på det avgränsade empiriska materialet för att se vilka förutsättningar, som gäller på arbetsplatsen i jämförelse med kraven i examensbeskrivningen för de högskolemässigt utbildade officerarna då de tagit examen sommaren 2010. Är de anställningsbara? Genom en dokumentgranskning tolkas och jämförs de dokument som ligger till grund för officersutbildningen och de strategiska styrdokument som definierar Försvarsmaktens verksamhet.</p><p>Resultatet visar utifrån ett anställningsbarhetsperspektiv att Försvarsmaktens dokument och officersprogrammets utbildningsplan samt examensbeskrivning i stort sett stämmer väl överens vilket borgar för en hög anställningsbarhet hos officeren.</p> / <p>Present thesis raises a potential problem for the Swedish Armed Forces to care for its academically trained officers of the newly imposed all rank system. They will generally hold possession of a higher level of education and also generally express a greater concern for their advancement than their predecessors of the old rank system.</p><p>The object of the thesis is to illustrate what conditions that applies on the workplace for the academically trained officers of a employability perspective when commissioned. The employability definition will be used as the tool applied on the empirical material to see what conditions that is applicable on the workplace in comparison with the demands of the examination requirements for the academically trained officers when they get commissioned in the summer of 2010. Are the employable? Thru a qualitative study of documents regarding the education of officers and the Armed Forces strategic activities it’s contents are interpreted and compared.</p><p>The result shows from a employability perspective that the Armed Forces documents and the officers programme’s examination requirements and education plan mainly correspond which is a guarantee for a high level of employability for the officer.</p>
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Officerens anställningsbarhet i tvåbefälssystemet : vilka förutsättningar gäller för de högskoleutbildade officerarna på arbetsplatsen? / Officers employability : what conditions apply on the workplace for the academic officers when commissioned?Rosén, Henrik January 2009 (has links)
Föreliggande uppsats utgår från ett potentiellt problem för Försvarsmakten att i det nyligen införda tvåbefälssystemet omhänderta den högskolemässigt utbildade officeren som sannolikt generellt innehar en högre utbildningsnivå och mer uttalad karriärambition än de äldre yrkesofficerarna från det tidigare enbefälssystemet NBO. Uppsatsens syfte är att tydliggöra vilka förutsättningar på arbetsplatsen som gäller för tvåbefälsystemets högskolemässigt utbildade officerare vid officersprogrammet ur ett anställningsbarhetsperspektiv. Anställningsbarhetsbegreppet kommer att utgöra det redskap som jag applicerar på det avgränsade empiriska materialet för att se vilka förutsättningar, som gäller på arbetsplatsen i jämförelse med kraven i examensbeskrivningen för de högskolemässigt utbildade officerarna då de tagit examen sommaren 2010. Är de anställningsbara? Genom en dokumentgranskning tolkas och jämförs de dokument som ligger till grund för officersutbildningen och de strategiska styrdokument som definierar Försvarsmaktens verksamhet. Resultatet visar utifrån ett anställningsbarhetsperspektiv att Försvarsmaktens dokument och officersprogrammets utbildningsplan samt examensbeskrivning i stort sett stämmer väl överens vilket borgar för en hög anställningsbarhet hos officeren. / Present thesis raises a potential problem for the Swedish Armed Forces to care for its academically trained officers of the newly imposed all rank system. They will generally hold possession of a higher level of education and also generally express a greater concern for their advancement than their predecessors of the old rank system. The object of the thesis is to illustrate what conditions that applies on the workplace for the academically trained officers of a employability perspective when commissioned. The employability definition will be used as the tool applied on the empirical material to see what conditions that is applicable on the workplace in comparison with the demands of the examination requirements for the academically trained officers when they get commissioned in the summer of 2010. Are the employable? Thru a qualitative study of documents regarding the education of officers and the Armed Forces strategic activities it’s contents are interpreted and compared. The result shows from a employability perspective that the Armed Forces documents and the officers programme’s examination requirements and education plan mainly correspond which is a guarantee for a high level of employability for the officer.
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Circumstances that influence the finalisation of child sexual abuse cases in Tembisa / Ntlatleng, M.J.Ntlatleng, Morentho Johannah January 2011 (has links)
Child sexual abuse is a major problem in Africa. There are a large number of child sexual abuse cases which are opened on a monthly basis. Child sexual abuse is a very sensitive issue and therefore trained professionals are needed in order to deal with the issue. Proper investigations need to be conducted.
Due to the sensitive nature of child sexual abuse cases, finalising such cases successfully becomes a major problem. Numerous departments play a role in the investigation of these cases such as the National Prosecuting Authority, the South African Police Service, the Department of Social Development, the Department of Health, non–governmental organisations (NGOs), etcetera.
The community does not have an understanding of how these cases are dealt with and, as a result, they blame the police for not doing their work properly and being useless. The role players also blame one another for the unsuccessful prosecution of perpetrators in cases of child sexual abuse. For example, prosecutors may blame the police for poor investigations and the police may, in turn, blame prosecutors for releasing suspects from custody unreasonably and removing cases off the roll for no apparent reasons. Social workers may also be blamed for not doing their work properly and taking too long to submit the assessment reports. Doctors may also be blamed for failing to attend court hearings and for filing incomplete reports.
Although the role players have their inadequacies in investigating these cases, the truth is that each of them has their own unique protocol for handling cases of child sexual abuse. Therefore, a need emerged to explore the circumstances that affect the finalisation of child sexual abuse.
In response to this, a qualitative study based in Tembisa was conducted. The aim of the study was to identify the circumstances that contribute to the finalisation of child sexual abuse cases in Tembisa. From the survey it was clear that there are several contributing factors, such as the delay of DNA results, inadequate training of the role players, and service points that are understaffed. The researcher came to the conclusion that the successful prosecution of child sexual abuse cases lies with all the role players in the investigation of child sexual abuse. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2012.
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Circumstances that influence the finalisation of child sexual abuse cases in Tembisa / Ntlatleng, M.J.Ntlatleng, Morentho Johannah January 2011 (has links)
Child sexual abuse is a major problem in Africa. There are a large number of child sexual abuse cases which are opened on a monthly basis. Child sexual abuse is a very sensitive issue and therefore trained professionals are needed in order to deal with the issue. Proper investigations need to be conducted.
Due to the sensitive nature of child sexual abuse cases, finalising such cases successfully becomes a major problem. Numerous departments play a role in the investigation of these cases such as the National Prosecuting Authority, the South African Police Service, the Department of Social Development, the Department of Health, non–governmental organisations (NGOs), etcetera.
The community does not have an understanding of how these cases are dealt with and, as a result, they blame the police for not doing their work properly and being useless. The role players also blame one another for the unsuccessful prosecution of perpetrators in cases of child sexual abuse. For example, prosecutors may blame the police for poor investigations and the police may, in turn, blame prosecutors for releasing suspects from custody unreasonably and removing cases off the roll for no apparent reasons. Social workers may also be blamed for not doing their work properly and taking too long to submit the assessment reports. Doctors may also be blamed for failing to attend court hearings and for filing incomplete reports.
Although the role players have their inadequacies in investigating these cases, the truth is that each of them has their own unique protocol for handling cases of child sexual abuse. Therefore, a need emerged to explore the circumstances that affect the finalisation of child sexual abuse.
In response to this, a qualitative study based in Tembisa was conducted. The aim of the study was to identify the circumstances that contribute to the finalisation of child sexual abuse cases in Tembisa. From the survey it was clear that there are several contributing factors, such as the delay of DNA results, inadequate training of the role players, and service points that are understaffed. The researcher came to the conclusion that the successful prosecution of child sexual abuse cases lies with all the role players in the investigation of child sexual abuse. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2012.
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“Alla blev bedömda på precis samma premisser” : En kvalitativ undersökning om kvinnors upplevelser av att arbeta i en mansdominerad organisation / “All were judged on exactly the same premise” : A qualitative study on women's experiences of working in a male-dominated organizationHammarlund, Johanna, Engström, Camilla January 2021 (has links)
Vår uppsats undersöker hur tio kvinnor upplever att studera och arbeta på en mansdominerad arbetsplats, Försvarsmakten, ur ett genusperspektiv. Studien besvarar följande frågeställningar: Hur beskriver och upplever kvinnliga kadetter normer och värderingar inom organisationskulturen, ur ett genusperspektiv? Hur bidrar organisationskulturen till kvinnornas identitetsskapande i relation till de genusdiskurser som förs fram i Försvarsmakten? Hur formulerar de kvinnliga kadetterna sin yrkesidentitet ur ett genusperspektiv? Syftet med studien är att synliggöra genusdiskurserna inom militära arbeten då de ofta saknas. Vi undersöker frågeställningarna med en kvalitativ metod med tio semistrukturerade intervjuer med kvinnor som studerar eller ska studera till officer i Försvarsmakten. Det empiriska materialet har tolkats genom tidigare forskning och teori inom genus, organisationskultur och identitet. I studien framkommer att kvinnorna vill vara del av något större, de vill uppmärksammas för sina prestationer och inte för sitt kön, vilket inte alltid stämmer överens med det externa och interna kulturella perspektivet. De känner en stor tillhörighet till Försvarsmakten och upplever att de rådande normerna kring genus och könsroller i organisationen kommer att förändras trots upplevelser som talar emot. Identitetsskapandet påverkas av sociala sammanhang i organisationen och det finns avgörande faktorer och sammanhang som påverkar deras upplevelser av sin yrkesidentiteten. / This study examines how ten women experience studying and working in a male-dominated organization, the Swedish Armed forces, from a gender perspective. This study answers the following questions: How do female cadets describe and experience norms and values in the organizational culture, from a gender perspective? How does the organizational culture contribute to women´s making of identity in relation to the gender discourse that are presented in the Swedish Armed Forces? How do the female cadets formulate their professional identity from a gender perspective? The purpose of the study is to make the gender discourses in military work visible. We answer the questions with a qualitative method with ten semi-structured interviews with women who are or will study to become an officer in the Armed Forces. The empirical material has been interpreted through earlier research and theory about gender, organizational culture and identity. The study shows that women want to be part of something bigger and want to be noticed for their achievements and not for their gender which not always agrees with the external and internal cultural perspective. They feel a great sense of belonging and feel that the existing norms regarding gender and gender roles in the organization will change despite experiences that speak against it. The making of identity is influenced by social context in the organization and there are cultural factors and context that affect their experiences of their professional identity.
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Common Characteristics Found in Successful Juvenile Correctional Officers In OhioMangan, Jessica L. 06 August 2010 (has links)
No description available.
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數位時代領導人 / Who is leading digital in organization(s)葉慧琳, Yap, Huei-Ling Unknown Date (has links)
As organizations are getting more dependent on the use of technologies, it is essential to identify the shape of organization’s digital leaders in order to adapt rapidly into the opportunities of digital transformation and remain competitive. However, there might be gap for leaders in managing this digital trend. This creates a research opportunity to learn about the requirements of leaders in creating new leadership at this digital age. Extant literatures have provided the drivers or determinants of digital transformation, which are customer knowledge, leadership style and contextual factors of organizations. The CIOs, CDOs, and CMOs are the essential candidates in leading digital of an organization. In this paper, the roles and responsibilities of CIO, CDO, and CMO would be examined and the gap occurred between existing capabilities of leaders and new digital leadership will be analyzed.
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