Federal government managers were advised to strengthen internal controls; the law dictates attestation of effective management controls, and the internal control program is used to detect risks. However, managers lacked preparatory training, with training being overlooked given the increased responsibilities. Managers are assigned the programmatic role regardless of the lack of program standards in knowledge, skill, and ability. The research questions addressed change management components, concepts, and core qualifications relative to program readiness. The purpose of this single case study was to identify and explore change management components contributing to the effectiveness of internal controls. The conceptual framework was based on Lewin's change concepts of unfreezing, moving or changing, and refreezing phases with the inverse principle in field theory. Thirteen professionals from the pacific military unit in Hawaii participated in semistructured interviews. Inductive coding was used to thematically analyze the data. The key results of the emerged themes illustrated how: organization skillset was used for linking change components to internal controls, assessment was a tool used for transforming a manager's concept, and experience was essential in leading change core qualifications. Significance of the study was the promotion of stronger measures in preventing fraud, waste, and mismanagement of limited resources. The research results could inspire social change by increasing communication and collaboration to benefit senior leaders, and financial and program managers. The value-added training concepts and leadership innovation, and how managing change relates to internal control could lead to program success thus benefiting all primary stakeholders.

The military leadership is a specific type of activity, presenting motivational, emotional and intellectual chellenges to the character of a military leader. The United States Army defines leadership as 'the process of influencing people by providing purpose, direction, and motivation while operating to accomplish the mission and inproving the organization' (Department of the Army 2006, pp. 1-2).The United States Air Force (USAF) has the similar definition of leadership: 'the art and science of influencing and directing people to accomplish the assigned mission' (Department of the Air Force 2006, p.1). In these two definitions we can quite clearly highlight two important elements, which are inherent to the leadership process, it is the mission to lead people and followers who should perform delivered tasks. In our opinion, the army has achieved a big success in the development of leadership unlike other organizations, because the issue of leadeship was arising in the military sphere much earlier than in civil organizations. In proof of this position, we can recall scientific works, which were written by such great people as Sun Tzu (The Art of War, about 500-600 B.C.), Maurice (The Strategikon, 6th or 7th century A.D.) and Carl von Clausewitz (On War, published in 1832).

The purpose of this thesis has been to illustrate the conditions for development of judgement-based professional skill, by means of institutionalised officer training. The study has been based on two questions: 1) What is, in the context of the exercise of the officer profession and the military school environment, the nature and epistemological foundations of the judicious action? 2) In what way can institutionalised officer training ensure the development of the judgment of future military leaders?This study is presented in the form of a scientific essay, departing from a personally experienced dilemma, which subsequently gets subjected to personal reflection as well as theoretical analysis, in which the author acts as both the subject and the object. The explo-ration has its starting point in the assumption that there is a decisive difference between knowing-that, knowing-how and knowing what, of which especially the latter requires judge-ment. Through a survey of the epistemological concepts of Aristotle and of Maria Hammarén applied to the professional skill of the officer and the military school environment, it is estab-lished that the judicious action is an indispensable part of the professional skill and that per-sonal judgement in its turn is a trained ability, first of all shown in action. A conclusion in this respect is that an officer needs the ability to make judicious decisions based on intuition as well as on analytical thinking, depending on the situation. The author puts Hammarén’s ideas of professional skill being developed through a combination of experience and reflection preferably organised in a reflecting practice, in the context of the military teacher.Another conclusion is that the judgement in (not least the military) professional skill in fact is the sound judgement, i.e. the ability to make and implement ethically well-founded decisions. This subject is further explored in relation partly to Hannah Arendt’s ideas of the role of sound judgement in a bureaucratic organisation, and partly to moral philosophical theories, put in the context of military professional skill and school environment. A conclu-sion is that the ethical education must aim at developing the willingness to do good, as well as the eye for judging what actions being morally right in a certain situation.The author also presents possible methods for establishing a reflective praxis within a military school environment.

In the eyes of the American public excellence is often overshadowed by brilliance of personality. This is particularly true in the portrayal of many of the country's military leaders in World War II. A prime example of this phenomenon is Douglas MacArthur, whose larger than life persona made him a newspaper fixture during the war despite a series of strategic and tactical blunders that would have led to the sacking of a less visible (and publicly popular) leader. At the level of divisional commanders, this triumph of brilliance over excellence is best exemplified by the two primary leaders of the country's 1st Infantry Division, Terry de la Mesa Allen and Clarence R. Huebner. One was a hard-drinking, swashbuckling leader who led by almost the sheer force of his personality; the other, a plain spoken, demanding officer who believed that organization, planning and attention to detail were the keys to superior battlefield performance. The leadership differences between Allen and Huebner have been documented in multiple publications. What has not been documented is the life of the truly overshadowed general - Huebner. Huebner's transition to the leadership of the 1st Infantry Division (1st ID) constitute only a small period in a military career that spans almost fifty years and two world wars. Huebner's story is cyclic in that throughout his life, his actions regularly complete a full circle with a return to key organizations, areas or relationships from where they started. In many respects, Huebner's story parallels the 20th century biography of the army itself. His is an American military story. This thesis is focused on Huebner's life in the years prior to the 1st ID's landing at Omaha Beach.

The purpose of the study was to explore the relationship between the transformational leadership (TL) style of officers and their followers’ organisational citizenship behaviour (OCB) in a South African military environment. TL was measured by means of the Multifactor Leadership Questionnaire (MLQ) (Form 5X) and OCB by means of the Organisational Citizenship Behaviour Scale (OCBS). A sample of 300 followers was identified at a military unit in the South African Army and the participants were requested to complete the two questionnaires. The MLQ produced a Cronbach’s alpha of 0.91 and the OCBS a Cronbach’s alpha of 0.79, which were both statistically significant and acceptable. The main hypothesis of the empirical study was accepted, which predicted a significant relationship between TL and OCB (r = 0.412, significant at the 0.001 level). The hypotheses predicting a significant relationship between TL the five sub-dimensions of OCB produced mixed results. These results are as follows; there was no significant relationship between TL and Civic Virtue (r = 0.180), between TL and Sportsmanship (r = 0.132) and between TL and Courtesy (r = 0.207). Additionally, the hypotheses predicting a significant relationship between TL and Altruism (r = 0.499) and between TL and Conscientiousness (r = 0.315) were accepted. / Industrial & Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The purpose of the study was to explore the relationship between the transformational leadership (TL) style of officers and their followers’ organisational citizenship behaviour (OCB) in a South African military environment. TL was measured by means of the Multifactor Leadership Questionnaire (MLQ) (Form 5X) and OCB by means of the Organisational Citizenship Behaviour Scale (OCBS). A sample of 300 followers was identified at a military unit in the South African Army and the participants were requested to complete the two questionnaires. The MLQ produced a Cronbach’s alpha of 0.91 and the OCBS a Cronbach’s alpha of 0.79, which were both statistically significant and acceptable. The main hypothesis of the empirical study was accepted, which predicted a significant relationship between TL and OCB (r = 0.412, significant at the 0.001 level). The hypotheses predicting a significant relationship between TL the five sub-dimensions of OCB produced mixed results. These results are as follows; there was no significant relationship between TL and Civic Virtue (r = 0.180), between TL and Sportsmanship (r = 0.132) and between TL and Courtesy (r = 0.207). Additionally, the hypotheses predicting a significant relationship between TL and Altruism (r = 0.499) and between TL and Conscientiousness (r = 0.315) were accepted. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Napoleon’s defeat in 1813 generates a number of explanations from historians regarding why he lost this epic campaign which ultimately resulted in France losing control over the German states. Scholars discussing the French marshalate of the Napoleonic era frequently assert that these generals could not win battles without the emperor present. Accustomed to assuming a subordinate role under Bonaparte’s direct supervision, these commanders faltered when deprived of the strong hand of the master. This thesis contributes to this historiographical argument by positing that the pre-professional nature of Napoleon’s marshalate precluded them from adapting to the evolving nature of warfare during the First French Empire. Emerging from non-military backgrounds and deriving their capabilities solely from practical experience, the marshals failed to succeed at endeavors outside of their capacity. An examination of the military administration of the Old Regime, the effects of the French Revolution on the French generalate, and the circumstances under which Bonaparte labored when creating the imperial marshalate demonstrates that issues systemic to the French high command contributed to French defeat in 1813. This thesis also provides evidence that Napoleon understood this problem and attempted to better prepare his marshals for independent command by instructing them in his way of war during the 1813 campaign.

This paper examines the Roman invasions of and interactions with Britain in the mid first century BCE and early first century CE and evaluates the results. Specifically, this paper analyzes motives and the actual military events of the invasions of Julius Caesar in 55 and 54 BCE and evaluates their aftermath, leading up to the invasion of Claudius in 43 CE. Caesar’s stated motive for launching the invasion was to prevent the islanders from interfering in the new Roman order being constructed in Gaul. However, as will be shown, Caesar’s more personal motives, in the form of a desire for wealth and glory, played as much if not more of a role in the launching of these expeditions. In light of these motives, the invasions can be defined, at best, as partial successes. The Romans militarily defeated the enemy but failed to materially benefit from that victory. Caesar’s account also leaves numerous points of scholarly debate unresolved on the surface, but a careful examination of the evidence allows us to answer them in part. This paper provides a thorough discussion of this interesting period as well as a look at the motives, actions, and fortunes of the participants. iii / vi, 148 leaves ; 29 cm

La crise qui sévit actuellement au sein du leadership supérieur des Forces armées canadiennes (FAC) ramène au premier plan certaines lacunes structurelles profondes de la culture militaire canadienne. Le peu de représentation féminine parmi les postes clés fait resurgir les questionnements quant aux barrières limitant leur accès. L’objectif de ce mémoire sera d’abord de raconter les parcours de carrières de femmes militaires actives au sein de la Force régulière et d’en cerner les obstacles vécus en fonction du genre. Le matériel empirique puisé à partir des récits de vie permettra ensuite de déterminer l’existence de barrières structurelles pour identifier leur nature, leur construit et leur reproduction. Cette recherche est le produit de 15 entretiens semi-dirigés réalisés auprès de femmes militaires actives de la Force régulière. Elles évoluent distinctement dans les trois éléments des FAC (Marine royale canadienne, Armée canadienne et Aviation royale du Canada) et font carrière dans plus d’une dizaine de métiers différents. Le matériel empirique recueilli a permis de cibler des moments clés de la carrière et d’ensuite procéder à une analyse de croisement des données. Au niveau des parcours de carrière individuels, ce mémoire démontre que la culture normative dominante est issue d’une masculinité hégémonique. Ainsi, les métiers des armes de combat demeurent toujours les plus valorisés de l’organisation, étant ceux par lesquels passe l’ascension vers les rangs supérieurs. Structurellement, les allers-retours entre empirie et théorie ainsi que les interactions entre structure et individualité confirment l’existence de rapports de pouvoir multilatéraux, allant au-delà de la logique top-down de la hiérarchie. Ce multilatéralisme est vécu horizontalement en raison de la culture normative puis verticalement dans la hiérarchisation des rôles de genre et des échanges entre leaders et subordonné·e·s. Combiné aux exigences institutionnelles des FAC, il exacerbe les défis invisibles auxquels les femmes militaires se heurtent dans l’ascension des rangs, notamment en rapport avec la crédibilité minée, la conciliation travail-famille, la posture maternelle et le tokénisme d’être « première femme ». En donnant la parole aux récits de vie et aux parcours de carrières de femmes actuellement en service, ce mémoire contribue à briser l’invisibilité des réalités vécues et d’identifier les barrières structurelles de genre intrinsèque aux FAC. Au niveau empirique, la méthode utilisée contribue à l’avancement des recherches sur les parcours de carrière des femmes militaires des Forces armées canadiennes. Au niveau théorique, la méthode amène de nouvelles perspectives d’analyse complémentaires au féminisme d’État en l’appliquant à une bureaucratie atypique. Les théories mobilisées soulèvent des pistes de solution dans l’élaboration de politiques qui assureraient une meilleure rétention des femmes militaires déjà en poste. La recherche contribue également à la littérature francophone qui traite du leadership militaire féminin et des enjeux de genre dans les FAC. / The current crisis amongst the senior leadership of the Canadian Armed Forces (CAF) brings to the forefront structural gaps within Canadian military culture more broadly. The paltry representation of women within key posts has resurfaced questions surrounding barriers to entry. The objective of this thesis is primarily to present the career trajectories of Regular Force female members of the military and to highlight the obstacles they face because of their gender. The empirical data taken from these narratives allows for identifying structural barriers, their nature, their construction, and their reproduction. This research is the result of 15 semi-directed in-depth interviews conducted with female members of the military in the Regular Force. These women develop differently according to the three distinct elements of the CAF (Royal Canadian Navy, Canadian Army and Royal Canadian Air Force) and bear witness to careers lived across more than ten different trades. The empirical data allows for the triangulation of key moments within each woman’s career and to then proceed to crossreferencing. On an individual career level, this thesis shows that the dominant normative culture derives from hegemonic masculinity. Furthermore, trades belonging to the combat arms are still the most valued within the organisation and represent the path to the highest attainable ranks. Structurally, the liaison between theory and empirical practice, and those between structures and individuality confirm the existence of multilateral relationships of power. These relationships go beyond the topdown logic of hierarchy. This multilateralism is lived horizontally because of the normative culture, vertically based on the hierarchization of gender roles, and also amidst the exchanges between leaders and subordinates. Combined with the CAF’s institutional requirements, this exacerbates the invisible challenges which confront women as they climb the ranks, notably with regard to credibility, worklife balance, motherhood, and the tokenism of being the “first woman.” By giving a platform to these narratives from currently serving women, this thesis serves to break invisible lived realities and identify the gendered structural barriers intrinsic to the CAF. On an empirical level, the method used contributes to the advancement of research on the career trajectories of woman in the Canadian Armed Forces. On a theoretical level, the method used applies new analytical perspectives related to state feminism and directs them toward an atypical bureaucracy. The theories discussed within this project upend the current policies which seek to promote retention amongst women already serving. This research also contributes to the body of francophone literature which deals with female military leadership and with gender issues in the CAF.

Starting in August 1942 the United States and United Kingdom started waging a strategic bombing offensive against Germany. Throughout the course of the 1942 and 1943 campaigns, American and British air forces struggled to gain the upper hand in the European air war. By November 1943 American and British defeats at the hands of the German Air Force, or Luftwaffe, had placed the air war in doubt. By February 1944, the air war had turned around in favor of the Allies. This dramatic turn of events has been explained by historians in a number of ways. The most popular narrative is that the introduction of the long range escort fighter, the P-51 "Mustang," turned the tide in the air war. Another narrative is that there was a change in the fighter tactics. Starting in January 1944, American fighters stopped defending the bombers and started aggressively pursuing German fighters. Yet, these analyses do not include a major command changes that took place from November to January 1944. After his appointment to command of Supreme Headquarters Allied Expeditionary Force, General Dwight D. Eisenhower used his position centralize all of the major air commands in Europe under his control. By unifying the air commands, the Allies were able to better coordinate and concentrate their air against Germany. In February 1944 the Allies focused their air forces against the Luftwaffe ultimately wearing down German fighter strength. After finally removing a major obstacle impending the strategic air war against Germany, the Allies concentrated their air forces against transportation and oil targets. The destruction of these two major economic systems crippled Germany's ability to fight the Allies in 1944 and 1945. By changing the command structure, Eisenhower was able to use his air forces in successful coordinated strategic air offensives that the Allies had previously been incapable of accomplishing.