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DBsTerm2.docxPositive Psychology DB
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. Positive Psychology is a topic that was not heard about much less talked about when i joined the military in the late eighties. It is defined as the scientific study of the strengths that enable individuals to thrive. (Seligman,2002). Since the war on terrorism has started the military has found out that the soldiers need some kind of help to deal with the deployment's and struggles of leaving their family at home. In 2008 General Casey invited Dr. Seligman to come and talked to him and his staff to try and come up with a better way to train our soldiers in dealing with deployments. They came up with a program called Comprehensive Soldier Fitness (CSF) ( Mattews, 2019). The program has 2 parts which is the Global Assessment Tool (GAT) and the other one is a resilience training. The GAT is a on line tool that asks soldiers several questions about their life on topics like emotional, social,family and spiritual issues they deal with on a daily basis. The concept I believe was a good one but in my opinion does not meet the desired effect. The reason I say this is because its a mandatory assessment we have to do every year and most soldiers just go through the material and put some answers that look good because they do not want everyone to know what is really going on.
The Master Resilience Training (MRT) is a different and better program for our soldiers in my opinion. The program is taught by fellow soldiers in a classroom and involves soldier participation. This program allows soldiers to express their positive experiences of deployments and how they deal with contentment of being away from their families. The soldiers can express their past experiences and the hopes they have for the future of our Military.
Matthews, Michael, 2019. Ten Years of Military Positive Psychology.(n.d.). retrieved from https://www.psychologytoday.com/us/blog/head-strong/201901/ten-years-military-positive-psychology.
Seligman, Martin, 2008, https://ppc.sas.upenn.edu/learn-more/readings-and-videos/selected-scholary-articles
Power and Influence DB
I do not totally agree with the definitions given for Power and Influence in the discussion board topic. The two topics are very similar in some ways regarding the outcome of a given task but the process of getting there is totally different. Power can be defined as a way to get others to implement change. (Klann, 2010). Power a lot of the times comes from a title or position a person holds in a organization and has more to do with that then the person who holds the position or title. I do agree that some leaders abuse the power given them either by rank, position or title to make people under their command do things that are moral or ethically wrong. When a leader abuses their power within an command it often leads to what is called toxic leadership and that destroys the unity within the command.
Influence to me is more personal than power that is given to a person by virtue of position or title. Influence in the dictionary as defined by Merriam -Webster is the power or capacity of causing an effect in indirect or intangible ways (Dictionary, 2019). I believe having an influence on personnel will allow leaders a better chance of getting tasks done within their units and keep the moral high. I would always tell my soldiers that if I take care of them then they would in turn take care of me. i always told my soldiers that I would never tell them to something that I would not do myself. I feel that by doing this I had a lot of influence on my soldiers and could easily get any task completed that came up.
References
Klann, G, (2010). The Application of Power and Influence in Organizational Leadership. Retrieved from https://usasma.blackboard.com/bbcswebhav
Dictionary, M. W. (2019). retrieved from www.merriam- webster.com/dictionary
Leadership and Culture in Military Operations
The strength of the U S army relies heavy on having strong and unwavering leadership. Mission command gives a good outline on the roles of military leadership and how commanders can establish a culture of collaboration in their organization. (Department of the Army, 2012). The army operates under challenging and dynamic environments and conditions. Thus, the traditional climate and culture has become obsolete. The traditional culture is that the power rests on the senior leaders and the junior leaders are required to take and implement orders from their superiors without questions. However, it has become inevitable that the junior leaders be given the power and freedom to make decisions on behalf of their units, especially concerning the aspects that touch on their operations directly (Laurence, 2011). Leadership motivates the junior leaders to work more and ensures that their operational initiatives are considered by senior leadership. The influence of the junior leaders can only be achieved when the unit maintains high discipline and trust in their subordinates. Training soldiers to practice army values, warrior ethos, and strive for honor during their operations is crucial.
As a senior leader in my organization I would bring cultural transformation in military recruitment, training practices and military education for the professionals. I would also create a culture that involves newer military technologies, especially in areas like drones and guided missiles, new weapons and advance information systems. Training officers on modern military doctrines would also enable them to adapt more on the changing military concept of operations. I would also conduct an assessment of my organization to see what is working and what needs to be improved. This will give me a good starting point on how to best change the culture within my organization.
References
Department of the Army, (2012), Mission Command (ADP 6-0), Retrieved from https://armypubs.army.mil/eupubs/DR_a/pdf/web/adp_6_0.pdf
Laurence, J, (2011), Military Leadership and the Complexity of Combat and Culture, Military Psychology, 23 (5), 489-501.
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