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A preliminary analysis of the 1999 USMC web-based exit survey
(Monterey, California. Naval Postgraduate School, 2000-06) Hocevar, Susan Page; Systems Management (SM); Systems Management
In 1999, data were gathered from 2537 enlisted members of the United States Marine Corps (USMC) who were in the process of ending active duty service. The purpose of the web-based Exit Survey was to assess the factors contributing to the decision to leave active duty service. Items included in the survey represented such factors as: pay and benefits, job characteristics, career issues, family and personal life, leadership, culture, standards, unit morale, personal freedom, and optempo. Overall findings are reported for the total sample, as well as specific subgroup comparisons of interest (e.g. those with hi-tech skills; "careerists"vs. first termers; married vs. single; ethnic minorities; women). Findings show that, overall, three factors were most influential in respondents' decision to leave: civilian career opportunities, pay, and limitations on personal freedom. Additional factors given high ratings include: unit morale, time away from home and family, limited opportunities in primary MOS, promotion fairness, and changes in the way the Marine Corps is being utilized. This report also includes data on the factors respondents reported were "hardest to give up" in making this decision. Specific subgroup findings are presented as well as implications improving retention.
A preliminary analysis of the 1999 USMC retention survey
(Monterey, California. Naval Postgraduate School, 2000-05) Kocher, Kathryn M.; Thomas, George W.; Systems Management (SM); Systems Management
An Internet-based survey was developed to identify factors that influence marines in their retention decisions. Questionnaire areas include: demographics and military background; satisfaction with specific aspects of military life and work; overall satisfaction; perceptions of civilian employment opportunities; intentions and expectations; and factors important to the desire to leave and the desire to stay in the USMC. Fielded between June and September, 1999, the survey yielded 10,934 usable responses for marines with 12 or fewer years of service. Respondents were separated into subgroups by officer/enlisted status, term of service (first term/careerist or junior/field grade officer) and gender. Factor analysis was used to construct composite variables from questions about the reasons contributing to the desire to leave and to stay in the USMC. Results of ranking mean scores on single and composite items indicate that the role of pay and civilian career opportunities is dominant at all pay grades as an influence to leave, and that the roles of other influences vary with officer/ enlisted status, term of service, and gender. Pride in the USMC and its organizational Values overwhelm other factors as reasons for staying for officers and are very important to career enlisted marines.
Understanding videoteleducation an overview
(Monterey, California. Naval Postgraduate School, 1996-12) Crawford, Alice M.; Suchan, James E.; Systems Management (SM); Systems Management
Analysis, Design, and Prototype Implementation of a Contemporary Information System for the Marine Corps Institute
(Monterey, California. Naval Postgraduate School, 1997-02) Kamel, Magdi N.; Baden, Kurt A.; Evers, Clayton O.; Hehe, Gerald L.; Peters, Gerald A.; Slaughter, Aaron T.; Systems Management (SM); Systems Management
This report develops an enterprise wide architecture for the use of information systems in support of the MCI activities. The overall architecture is specified by defining three types of architectures. Data Architecture defines the major kinds of data needed to support MCI business. IDEF1X modeling is used to represent data. Functional Architecture defines the major functions of the enterprise needed to manage the data. IDEF0 modeling is used to represent this architecture. Technology Architecture defines the technology platform needed to provide an environment for the applications that manage the data and support business functions. In addition to defining the architectures, a set of matrices is developed showing the relationship between entities, functions, organization units and locations. The information provided by these matrices is intended to challenge management to think about its structure, mission, goals, and the information needed to run MCI business.
Reasons for unsatisfactory participation in the Army Reserve: A socialization perspective
(Monterey, California. Naval Postgraduate School, 1999-07) Barrios-Choplin, Bob; Kominiak, Aimee; Thomas, George W.; Systems Management (SM)
This report describes the results of interviews with 100 Army reservists who stopped participating in weekend drills. Based on socialization and psychological contract theories, respondents answered open ended questions regarding the reasons for their non-participation. Problems were described in the recruiting process, the newcomer orientation program, leadership, and communication. In spite of these reasons for leaving, 70% stated they would rejoin a unit if the causes of their quitting were removed. Recommendations are offered regarding procedures and policies which should reduce unsatisfactory participation losses in Army Reserve units.
Intrinsic motivation in the military: models and strategic importance
(Monterey, California. Naval Postgraduate School, 1996-09) Thomas, Kenneth Wayne; Jansen, Erik; Systems Management (SM); Systems Management
In this report, prepared for the Eighth Quadrennial Review of Military Compensation, intrinsic task motivation is related to self management, a set of problem solving behaviors corresponding to the requirements specified for twenty-first century military personnel. Intrinsic task motivation refers to the psychological rewards that individuals derive directly from their work tasks. An integrative theory presents four types of intrinsic rewards: senses meaningfulness, choice, competence, and progress. These rewards correspond to four types of decision-making behaviors that define self-management: committing to a meaningful purpose, choosing activities to accomplish this purpose, monitoring the quality/competence of one's activities, and monitoring one's progress toward the purpose. Self-management is contrasted with micro-management: the dominant style of the traditional or "old school" of management. Intrinsic motivation and self management are more congruent with the military's strategic human resource requirements in the twenty-first century, as exemplified by Total Quality Management, Force XXI, and the U.S. Army as a learning organization. The potential benefits of intrinsic task motivation and self-management include, at the individual level, flexibility, adaptation, responsiveness, innovation, learning, and satisfaction. These, in turn, are expected to lead to enhanced retention and readiness, at individual and unit levels
Data Collection Demonstration and Software Reliability Modeling for a Multi-Functional Distributed System
(1997) Schneidewind, Norman F.; Systems Management (SM)
Aaron Widavsky, incrementalism, and defense budgeting : a bibliographic essay
(Monterey, California. Naval Postgraduate School, 1994-03) Jones, Lawrence R.; McCaffery, Jerry L.; Whipple, David. R.; Marto, Paul J.; Systems Management (SM); Systems Management
By the time of his death in September 1993, Aaron Wildavsky had written or coauthored nine books and forty articles or book chapters on budgeting and fiscal policy. He was perhaps the single most important scholar in public budgeting for almost three decades. Although his early works avoided defense budgeting as too specialized, his later writings included an insightful review of defense budget issues and the defense budget making process. This report reviews Wildavsky's work and summarizes his analysis of defense budgeting. Government budgeting, Incrementalism, Aaron Wildavsky
Factors that Create Learner Engagement in Network-Based Instruction
(Monterey, California. Naval Postgraduate School, 1998-11) Suchan, James E.; Crawford, Alice; Systems Management (SM); Systems Management
This research analyzes the design characteristics and organizational systems factors that should be addressed by program managers in the Navy Bureau of Medicine and Surgery (BUMED) for the development of network-based instruction (NBI). BUMED's development of NBI modules for Medical Department executives represents a radical departure from the form and context of graduate education that these busy professions have experienced in the past. Design characteristics and systems factors must be addressed to ensure that NBI implementation is handled strategically. Many other innovations in instructional technology have failed because they have not considered the fit between the technology and the learners, tasks, and the organization. These factors should be addressed initially in the design of instruction, and ultimately in beta testing. Recommendations of this research focus on those actions that NBI subject matter experts and systems designers can take to ensure that executives are fully engaged in the learning experience. As a result, they will complete the NBI courses, perceive them as valuable, and acquire knowledge, skills, and abilities that will contribute to enhanced job performance.
Basic dimensions of financial condition within the defense industry
(Monterey, California. Naval Postgraduate School, 1995-11) Moses, O. Douglas; Systems Management (SM); Systems Management