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Transformation of the us army
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Transformation: Driven by Change
The Greek philosopher Heraclitus stated, “the only thing that is constant is change” (“Goodreads”). This quote serves as an illustration of the episodic protracted and contracted nature of the Army. The events of September 11, 2001, and subsequent invasions of Afghanistan and Iraq during the global war on terror, led to expansion and force structure changes in the Army. Presently, the United States is enacting measures to become more fiscally prudent. This has led to overall decrease in the Army’s budget. Consequently, the Army has imposed force-shaping measures to support these congressionally mandated reductions. The needs and requirements of the current strategic environment drive transformation in the military. The elements of transformation consist of causation factors, supporting policies, and its overall effectiveness. Leaders at the tactical, operational, and strategic level must possess insight on all these elements.
Transformational Change after 9/11
The events of September 11, 2001, and subsequent invasions of Afghanistan and Iraq during the global war on terror set the conditions for transformational growth in the Army.
The global war on terrorism led to incremental increases to the Army budget and changes in force structure to include personnel, and equipment modernization. Correspondingly, force shaping policies and procedures supported this transformational growth.
Budget
In FY 2003, the Army’s budget was $123 billion and experienced an average annual increase of 4% over the last eleven years (Dyson & Welch, 2014). The budget increase was necessary to support the global war on terror in Afghanistan and Iraq. Additionally, budget increases were necessary to support cha...
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...t trains and deploys its forces (Lopez, 2013). Luckily, the Army’s senior Officers and NCOs can recall the mistakes of the drawdown in the 1990s. This provides perspective going forward as they shape the force.
Conclusion
Similar to change, transformation is a constant evolution. Leaders at the tactical, operational, and, strategic level must anticipate the causation factors and the effects on the force. Leaders who are able to do this will be able to address the challenges associated with a buildup or drawdown of the force. It is imperative that leaders pay attention to force shaping polices and understand who, and how it affects those populations. In the 21st century, terrorist attacks, and fiscal irresponsibility, were the vehicles of change for the military. These types of events cannot be predicted, however, the one thing that can be predicted, change.
The purpose of this paper is to provide a brief analysis of the United States Army’s organizational structure and its culture and how these two elements impact its workers, associates and affiliates. This paper will first examine the Army’s history, development and structure to highlight the origins of the Army’s culture. Secondly, a brief history of the Army’s organizational development will be followed by a close examination of its philosophy and supporting beliefs. Lastly, this paper will discuss the role of the Army’s leadership, their response to critical issues and the organizational structure of the Army. An analysis of the army’s top leaders will help the reader to understand the Army culture more thoroughly in the context of the Army’s organizational structure. More specifically this section of the paper will examine the Army leadership’s response to the current geo-political environment and other related issues. In conclusion, this paper hopes to highlight the Army’s overall functioning from an organizational standpoint and emphasize that idea that the Army is like a functional corporation. This will be accomplished by addressing various key questions throughout this text.
As the incoming brigade commander, LTC (P) Owens, I see the critical leadership problem facing the 4th Armored Brigade Combat Team (ABCT) is the inability or unwillingness of Colonel Cutler to lead and manage change effectively. In initial talks with Col Cutler and in reviewing the brigade’s historical unit status reports, the 4th ABCT performed as well as can be expected in Afghanistan, but as the onion was peeled back there are numerous organizational issues that were brought to the surface while I walked around and listened to the soldiers of the 4th ABCT, in addition to reviewing the Center for Army Lessons Learned (CALL) report. One of the most formidable tasks of a leader is to improve the organization while simultaneously accomplishing
“The Price of Military Folly.” U.S. News Online. 1996. 10 April 2000 . Robinson, Linda.
This paper will not bore with the definition of a profession. The United States Army is about more than words, it is about action. The action of over 238 years of tradition and service. The Army is a profession. A profession requires its members to adhere to prolonged training and learn specialized skills. A member of a profession must wholly commit himself and his skills to a calling which is entrusted by the public. A profession provides its members with intrinsic value which motivates beyond financial gain. The Army is a higher calling which demands all of these qualities and more.
Former Chairman of the Joint Chiefs of Staff Martin Dempsey opened the 2015 National Military Strategy with the line “complexity and rapid change characterize today’s strategic environment.” Robert Axelrod and Michael Cohen offer that complexity and rapid change describe a system that “consists of parts which interact in ways that heavily influence the probabilities of later events.” Further, human involvement in the strategic environment signifies that the “agents or populations” within the system will seek to change and these interactions and changes are extremely difficult if not impossible to predict. The integrated planning process combines detailed and conceptual planning to enable planning in a complex environment. The Army Design
We can identify three major cultural dimensions that help us to understand what leaders must focus on as they guide the transition of the Army. First, professional Identity, which is guided by Soldiers at all levels who are striving for excellence in their functional specialty, i.e., HR Sergeants. Soldiers who have goals and ideals of the Army to ethically put service and duty first. HR Sergeants are trained and well educated in their field. They are taught to put Soldiers first and have great customer support skills. Second, community, the sense in which Soldiers stop thinking about “I” and start thinking “we”. The bond among units who not only believe in cohesion with Soldiers, but their families too. The HR Sergeants are there to take care of Soldiers when financial issues arise with them or their families and don’t back down until the situation is solved. Last, hierarchy, which leads to order and control and provides Soldiers with moral reference and a sense of direction. The HR Sergeant has the mentality of mission first, knowing who to contact at the next level for assistance helps get the mission
Sir, I am honored by the privilege to once again serve in 4th Armored Brigade Combat Team (ABCT). Over of the last 30 days, I had an opportunity to reconnect, and reflect on the current state of the Brigade. The 4th ABCT has a rich history of success and glory. It is my goal to put in place the systems and practices for this great organization to exceed all past and present accomplishments. As a result of my assessment, I identified three areas of focus that will improve our organization: a unit vision, a change in organizational culture and climate, and building organizational teams. I have no doubt that with the implementation of these three areas of focus, I will be the transformational leader that 4th ABCT needs as we prepare for the upcoming National Training Center (NTC) rotation and tackle the task of the Regionally Aligned Forces (RAF) mission.
Forsling, C. (2014, September 9 ). Task and purpose . Retrieved November 16, 2017, from Task and purpose : http://taskandpurpose.com/real-problem-military-salaries-compensation/
There are many excellent takeaways that Army leaders at all levels of war can implement when making a change. Lessons learned by many companies were thoroughly discussed and clearly highlights the pitfalls and traps leaders fall victim to when making a transformation. Therefore, Leading Change is a must read for military professionals because there are two critical tools that all leaders need to put into their kit bag, the eight reasons why change initiative fail and the eight-stage process to lead the organization through successful
Leaders today need to have an appreciation for the operation process, understand a situation, envision a desired future, and to lay out an approach that will achieve that future (Flynn & Schrankel, 2013). Plans need to be created that can be modified to changes in any factors considered. However, plans should not be dependent on specific information being precise or that require things to go exactly according to schedule. Instead, the staff NCO should be flexible where they can and always be prepared for the unexpected. Today’s military members are fighting an unconventional war in Iraq and Afghanistan. The enemy constantly changes their tactics, techniques, and procedures (TTP’s) to counter the United States technological advances, making planning very difficult for leaders. There are multiple tools at a staff NCO’s disposal to try to anticipate an outcome of a current operation, but also assist with the development of concepts in follow-on missions. The Military Decision Making Process (MDMP) is just one tool a staff NCO can utilize. In order to stay ahead of the enemy, create effective plans and orders, it is critical for a staff NCO to assist the commander, and understand that the MDMP and planning are essential in defeating the enemy and conserving the fighting force.
(Kidwell, 2005) The government typically hires private security contractors to provide services that formally belonged to military forces such as the protection of high profile dignitaries and the guarding of military installations overseas. The proliferation of private military companies jumped significantly after the events of 9/11. The Bush Administration enacted a three-phase plan to increase the number of private contractors hired. The first phase in the hiring process was to try to release the military to fight the war on terrorism; the second phase was to allow commanders to focus their efforts on winning the war by outsourcing supplementary functions; third, it would support the President’s Management Agenda.
The Strengths and Weaknesses of Joint Warfare Armed with numerous studies, and intensive public hearings, Congress mandated far-reaching changes in DOD organization and responsibilities under the Goldwater-Nichols Department of Defense Reorganization Act of 1986. This landmark legislation significantly expanded the authority and responsibility of the chairman, Joint Chiefs of Staff. Included in this expanded authority and responsibility was the requirement for the chairman to develop a doctrine for the joint employment of armed forces. As operations Urgent Fury, Just Cause, and Desert Storm have vividly demonstrated, the realities of armed conflict in today's world make the integration of individual service capabilities a matter of success or failure, life or death. Furthermore, the operation Desert One demonstrated the need for a strengthened Joint Warfare Doctrine and the consequent change in Joint Warfare Employment.
A most valuable opportunity exists for a leader to contribute in making a tremendous difference. New leadership at the top of the 4th Armored Brigade Combat Team (ABCT), a) gifted with wisdom to analyze an organization in identifying problems, b) capable of thinking creative in founding a vision for the future, and c) empowered with the reasoning ability to develop effective solutions to problems, will transform a declining unit to a new enhanced level of mission achievement and organizational effectiveness. 4th ABCT numerous problems are identified. A vision developed will guide the unit in the future. Most importantly, providing solutions to 4th ABCT problems occurs. Unit problems, vision, and solutions follow in order.
As we transition from subjective training to objective, it is critical to understand the emphasis on training has not changed, just the language. Commander will continue to focus on battle focus training developed by long- range, short- range and near- term planning. The Sustainable Readiness Model (SRM) is the Army’s newest system for prioritizing resources for units on a 5-year cycle based on the level of readiness they must achieve. Each year of the cycle has established Personnel (P), Sustain (S) and Readiness (R) Aim Points on the Unit Status Report (USR). The SRM seeks to stabilize units in a “band of excellence,” even following their READY year, maintaining the highest readiness level instead of automatically downgrading their readiness to a C4 level regardless of whether they deployed. Guidelines in the Prepare Year (PY) found in the SRM will assist Commanders at every level on key training events they will need to focus on for that particular
In today’s operational environments, the U.S. Army is facing a range of problems and mission sets that are arguably more complex than previously encountered. Forces face an array of demands that encompass geo-political, social, cultural, and military factors that interact in unpredictable ways. The inherent complexity of today’s operations has underscored the need for the Army to expand beyond its traditional approach to operational planning. In March 2010 in FM 5-0: The Operations