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Army decision making and problem solving
army problem solving model'
Army decision making and problem solving
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1. Compare and Contrast the Army Problem Solving Model (Process) with the Rapid Decision Making and Synchronization Process.
Both systems are design to solve problems, but the type of problems and the process on how you arrive to the solution are the differences between them. The first contrast is that Army problem model is a systematic approach for solving well define problems. While some may argue that Rapid Decision-making and Synchronization Process (RDSP) is also a systematic process I argue that the process do not have an specific order and it depends on the commanders or staff mental ability to arrive with a single course of action in short time.
The Army Problem Solving Model was design to be use when time is not critical. The Army Problem solving model is a systematic way to arrive at the best solution. This system considers the risk and a detail analysis of each course of action to prepare an unbiased solution for the decision maker. In contrast with the Rapid Decision Makin and Synchronization Process (RDMS) was design to give the commander the ability make timely and effective decision without the expending too much time on processing or analyzing all the information.
Another difference between the two processes is that the RDSP is dependent of the commanders and staff experience and training to arrive at an effective solution to the problem. The commander is more involve in the RDSP process providing the commanders intent and guiding every step of the process. The Army problem-solving model the commander provides the commanders intent and let the staff to conduct the process only providing guidance when required.
In both cases that the commander’s involvement is critical arrive at the best solution usin...
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...at home. Based on the QDR Gen Casey writes the objectives memorandum to best support the defense of the United States and support the civil authorities at home.
One key point to consider is Gen Casey’s position (duties and responsibilities). He writes the memorandum from the force generation standpoint. Because Gen Casey’s role in the force generation as the US Army Chief of Staff, he must point out what the US Army must accomplish in the short term to be prepare to meet the demands highlighted for the four-year plan of the QDR. The objectives of his memorandum are base from the key missions highlighted in the QDR.
Lastly, Gen Casey’s objective memorandum is more focus in the means that the operating force requires to successfully achieve the goals of the QRD. In the other hand the QDR provide mainly, the ways to successful protect the American people.
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
U.S. Joint Chiefs of Staff, Doctrine for the Armed Forces of the United States, Joint Publication 1 (Washington DC: U.S. Joint Chiefs of Staff, March 25, 2013), V-17.
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.
Effective planning is impossible without first understanding the problem. Commanders rely on personal observations, experiences, and input from others to develop understanding. They also prioritize information requests and incorporate additional information as those requests are answered. A complete understanding of the problem and environment builds the foundation for the operational process and ...
In examining the military history, one can easily find out that the main role of military leaders in the field is to decrease confusion and to guide units to achieve the desired end state. In accomplishing these tasks, Situational Understanding and Visualization have become necessary steps especially in today’s complex environment. This importance legitimates the question about their relationship between these two steps and the challenges facing leaders to achieve situational understanding and visualization. Commander’s visualization depends on Situational understanding. Leader’s success in these two phases remains conditioned by overcoming some challenges related to his bias, time and the efficiency of his staff.
The National Security Strategy (NSS), the National Defense Strategy (NDS), and the National Military Strategy (NMS) directives define the U.S. objectives. In the NSS, the Executive Branch underscored that departments provide assistance and obtain cooperation with the U.S foreign allies. Accordingly, the Secretary of Defense NDS directed the Department of Defense to “strengthen and broaden alliances and partnerships” through training and education opportunities. Ultimately the Chairman of the Joint Chiefs of Staff NMS instructed the Military Services to comply with the NSS guidelines.
Leaders must think to survive in every form of physical and mental conflict. Army leaders are responsible to solve problems, from “the mundane to the magnificent’ , with an expectation of complete success in determining the best possible decision to a given problem. Utilizing cognitive training tools to expand a stagnate mind (Drs. Paul and Elder’s Eight Elements of Thought) and following proven models of success (Army Problem Solving Process) facilitate a positive outcome for Army officers when they are making difficult decisions. Drs. Paul and Elder developed eight elements of thought that assist Army officers and provide additional definitions to the thought categories in the seven steps of the Army Problem Solving Process.
Armed with numerous studies, and intensive public hearings, Congress mandated far-reaching changes in DOD organization and responsibilities in 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. It is plain to see the benefits of having the greatest navy integrated with the world's greatest army and air force. However, even in the wake of a relatively successful joint operation in the Middle East (Desert Storm), certain weaknesses are evident in the current joint employment tactics and/or capabilities. By analyzing past operations such as Urgent Fury and Desert Storm, we are able to see sufficient evidence that the Joint Warfare Concept can be disastrous in one instance and virtually flawless in another.
The Army Problem Solving Model, and the Rapid Decision Making and Synchronization Process (RDSP) are systems that commanders use to solve issues that may arise. Both systems require time to complete. Commanders use Army problem solving when the problem is the pressing issue, and time is secondary. Commanders and staff use the RDSP when time is the major factor rapid is the key.
...alysis by use of symbols and graphics and establishing variances, a feature that lacks in RDSP as it involves intelligence and experience to make rapid decision.
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
...endar objective. General Casey calendar objectives support the QDR report by reinstated some of the goals establish by the QDR. Quadrennial Defense Review is a legislatively mandated (USC 10, Sec. 118 (a)) review of Department of Defense (DoD) strategy and priorities, GEN Casey are guidance given to the combatant commanders. The QDR stated that after years of war have demanded that America’s Armed Forces rapidly innovate and adapt, the Department’s institutional base must do the same in order to adapt, while General Casey letter stated that we must implement Army leadership development strategy in order to develop our NCOs, Officers, and Civilian lairdship. Achieving the Department’s strategic objectives requires close collaboration with counterparts at home and with key allies and partners abroad while General Casey objectives focus on Iraq and Afghanistan.
On the other hand, the Army Solving Problem and the Rapid Decision Making and Synchronization Process differ from each other in several ways. The basic difference between the Army Solving Problem Model and the RDSP is the fact that ASPM includes seven steps to help commander reach good-reasoned solution while the Rapid Decision Making and Synchronization Process includes five steps and what is more based on existing order. The RDSP designed in such a...
To start off with the Operations Process is done at a higher level than Troop Leading Procedures. Troop Leading Procedures are
The most effective commanders through their leadership build cohesive teams. Mutual trust, shared understanding, and accepting prudent risk serve as just a few principles for mission command. Mutual trust is the foundation of any successful professional relationship that a commander shares with his staff and subordinates. The shared understanding of an operational environment functions, as the basis for the commander to effectively accomplish the mission. While my advice for the commander on what prudent risks to take may create more opportunities rather than accepting defeat. Incorporating the principles of mission command by building cohesive teams through mutual trust, fostering an environment of shared understanding, and accepting prudent risk will make me an effective adviser to the commander, aid the staff during the operations process, and provide an example for Soldiers to emulate.