Organization:
Department of Defense Management (DDM)

Series

Master of Business Administration (MBA) Professional Reports

Description

The Department of Defense Management provides responsive graduate education and Navy-centric research that grounds leaders in essential knowledge of the defense acquisition decision support system, and develops the cognitive skills to lead innovation in the development and delivery of capabilities that meet the operational needs of the Naval and joint forces.

Website of the organization

https://nps.edu/web/ddm

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Publication Search Results

Now showing 1 - 10 of 918

COMPARATIVE RESEARCH OF LABOR COSTS IN NAVAIR SMALL AND LARGE BUSINESS ENGINEERING SERVICE CONTRACTS
(Monterey, CA; Naval Postgraduate School, 2018-06) Gamboa, Honorato B. III; Rendon, Rene G.; Department of Defense Management (DDM); Graduate School of Business and Public Policy (GSBPP); Brien, Spencer T.
Procurement is the main method that the government uses to obtain goods and services. In 2017, the federal government awarded $508 billion in contracts for the purchase of goods and services. The largest share of government contracts is from the Department of Defense, which constituted 63 percent ($320 billion). The government contracts can be awarded to both small and large businesses through full and open competition. However, the government is obligated to offer 23 percent of the contracts to small businesses. This study sought to compare and analyze labor rates in small and large businesses, the effect of labor hours and place of performance on labor costs, and whether contracts to small businesses drive up costs to the government. The focus of the study was on small and large businesses classified as North American Industry Classification System (NAICS) code 541330 (Engineering Services). The study found that labor costs in similar NAICS code 541330 contracts awarded to small and large businesses differ. In technical jobs, small businesses’ average labor rates are lower than large businesses’ average labor rates, both at Headquarters/Program Executive Office (HQ/PEO) and Naval Air Warfare Center, Aircraft Division (NAWC AD). Place of performance affects the labor cost. This study found that, overall, small businesses have lower labor rates compared to large businesses.
A critical analysis of the coordination, command and control of contractors in Iraq
(Monterey, California. Naval Postgraduate School, 2006-12) Butkus, Joseph J.; Howes, Matthew F.; Yoder, E. Cory; Tudor, Ronald; Department of Defense Management (DDM); Graduate School of Business & Public Policy (GSBPP)
The purpose of this project is to examine the issues concerning the command and control of civilian contractors in a combat environment. Outsourcing of non-military specific job functions to civilian contractors and the increased reliance on Private Security Companies to protect those contractors has produced unexpected complications when examined in the context of an extended war-time scenario. The objectives of this project are to identify the weaknesses of current command and control doctrine as it applies to civilian contractors, identify significant issues regarding tracking and movement control of contractors and to identify issues faced by tactical commanders created by civilian contractors operating in their battlespace. The product of this project will be a potential course of action that the Department of Defense can pursue to correct deficiencies in the command and control of contractors and mitigate the risks created by contractors operating independently on the battlefield.
An analysis of item identification for additive manufacturing (3-D printing) within the Naval supply chain
(Monterey, California: Naval Postgraduate School, 2014-12) Morgan, Jason A.; Prentiss, Jacob M.; Brinkley, Douglas E.; Tick, Simona; Department of Defense Management (DDM); Graduate School of Business & Public Policy (GSBPP)
Additive manufacturing (AM) technology, known as three-dimensional (3-D) printing, was developed in the 1980s and has matured such that it is being implemented into modern business processes as a way to reduce prototype design and production lead times. Similar to companies in civilian industry, the U.S. Navy’s Chief of Naval Operations Rapid Innovation Development Cell has been looking for ways to introduce this technology into the Navy’s supply chain. The Navy is operating in a continuously shrinking, budget-constrained environment and always seeks ways to save money and improve business practices. Implementing AM into the Navy’s supply chain has the potential to reduce costs and improve acquisition processes. As the Navy continues to invest in AM, current inventories of material must be reviewed for applicability and compatibility to determine what is 3-D printable. This project’s goal is to provide decision support criteria by identifying influential factors that determine the applicability of 3-D printing alternatives. The approach taken involves an analysis of the technology, its use in civilian industries, and a discussion of influential factors determining whether 3-D printing is a alternative to traditional supply chains. Moreover, it identifies potential uses and provides examples for printing 3-D material for the Navy.
FIGHT SMARTER, NOT HARDER: MCDP-7 – REINVIGORATING THE PHILOSOPHY OF MANEUVER WARFARE THROUGH LEARNING
(Monterey, CA; Naval Postgraduate School, 2021-09) Lester, Jordan T.; Powley, Edward H., IV; Augier, Mie-Sophia E.; Department of Defense Management (DDM); Graduate School of Defense Management (GSDM)
This thesis will be qualitative in nature, utilizing published literature, scholarly writings, congressional testimonies, academic journals, previous theses, and public records. The literature review will take a look at relevant works in providing an understanding of selected themes from Marine Corps Doctrinal Publication 7, Learning (MCDP-7) on "why" learning is critically important to the profession of arms, and to address certain methods for "how" the Marine Corps can improve a Marine's learning and thinking capabilities. The goal of my review is to provide an understanding of how the Marine Corps can improve its ability to better understand its current complex environment, enhance its ability to quickly recognize changing conditions, increase its adaptability, and improve its ability to outthink adversaries by making learning an organizational priority. This thesis will review and cover selected themes in MCDP-7 with relevant academic literature and extend further steps for implementing MCDP-7. The increasing uncertainty in our strategic environment, as well as the internal complex problems we are encountering today as a nation, makes it critically important that our institution focuses on the warfighter's learning, thinking, and education
CONTINUATION OF THE EFFECTS OF DIVERSITY ON RETENTION
(Monterey, CA; Naval Postgraduate School, 2021-06) Wu, Wei Y.; Tick, Simona L.; Eger, Robert J., III; Department of Defense Management (DDM); Graduate School of Defense Management (GSDM)
Diversity and inclusion (D&I) can be a source of competitive advantage, both in the private sector and the U.S. military. Arkes et al.’s 2020 work, “The Effect of the Diversity on First-Ship Assignment on First-Term Retention Decisions,” found that increased diversity among peers and immediate supervisors can lead to higher retention. This thesis extends on prior research on retention for minority and non-minority groups in the Navy overall, and across different geographical locations, ship classes, and Navy enlisted communities. Using a large sample on first-term enlisted Sailors’ reenlistment decisions made from FY 1998 to FY 2017 in the surface warfare community, and a multivariate statistical analysis approach with a difference-in-difference design, this thesis finds that first-term black Sailors are more likely to reenlist relative to white Sailors in all ports, ship classes, and enlisted communities. However, the results show no evidence that female Sailors experience any different retention rates than their male counterparts. The findings provide a starting point for examining the culture of diversity and inclusion behaviors across the Navy to assess D&I behaviors, identify key inclusion metrics, and refine and implement D&I competencies on education and training in the fleet.
FIT V. FAT: REEVALUATING THE USMC BODY COMPOSITION PROGRAM TO INCREASE ACCURACY AND OPTIMIZE LONG-TERM PERFORMANCE
(Monterey, CA; Naval Postgraduate School, 2022-03) Lopez, Cristina; Seagren, Chad W.; Heissel, Jennifer A.; Department of Defense Management (DDM); Department of Defense Management (DDM); Healey , Olivia, Cornell University
Current weight and circumference-based standards rely on an outdated study from 1984 that included few non-white servicemembers. This research analyzes the impacts of recent changes in USMC body composition standards and requirements on the performance of Marines. This research compares the distribution of weight before and after a point in time for various weight zone groups and evaluates how physical fitness scores are impacted by policy given a servicemember’s previous weight. There is evidence that servicemembers actively manage their weight to stay below the weight threshold. This provides evidence that servicemembers avoid the overweight category and consequently, the scrutiny of the circumference-based method. This research does not find a strong relationship between weight and performance, but prior research highlights that restrictive weight standards are associated with adverse health behaviors such as dehydration tactics or disordered eating. Weight loss induced by weight standards may also be associated with increased injury rates. The Marine Corps should reevaluate the body composition program and consider policy changes to incentivize performance, focus on health, and use current predictors of performance to assess servicemembers, rather than appearance standards based on the circumference-based method. These changes could pay dividends toward overall combat readiness and performance.
ASSESSING THE IMPACT OF RECOGNITION ON THE RETENTION OF ROYAL AUSTRALIAN AIR FORCE PERSONNEL
(Monterey, CA; Naval Postgraduate School, 2022-03) Tyson, Daniel; Ahn, Sae Young; Department of Defense Management (DDM); Department of Defense Management (DDM); Tick, Simona L.
With the introduction of technologically complex aircraft such as the F-35 in the Royal Australian Air Force (RAAF), it is increasingly important to retain RAAF members in the aviation technical workforce to capitalize on their experience, skills, and knowledge. Using quantitative regression analysis, this thesis examines whether awards predict the probability of separation and promotion of members in the RAAF aviation technical workforce. Using individual-level personnel data from 2016 to 2020, I estimate Linear Probability retention and promotion models. The results indicate that members with B or C promotion codes who receive awards perceived as less prestigious are 36% less likely to separate in the following year. By contrast, receiving an award shows no difference in the likelihood of separation for high-performing members (i.e., those with A promotion codes). Further, receiving any type of award increases a senior member’s probability of promotion by 45.8%, and each additional award increases the promotion probability by 22.9%. Awards of any type had no discernable effect on the promotion likelihood of junior members of the aviation technical workforce. These findings indicate awards might work as a retention tool for members who are performing well (those with B or C promotion codes) but are not considered competitive for promotion, providing insights into the management of rewards for the RAAF aviation technical workforce to incentivize retention and performance.
Navy and Marine Corps IT/IS acquisition: a way forward
(Monterey, California: Naval Postgraduate School, 2017-12) Cesarz, Zachary J.; Gibson, David K.; Jones, Raymond; Gibson, John; Department of Defense Management (DDM); Business & Public Policy (GSBPP); Seagren, Chad; Cook, Glenn
Currently, a disconnect exists between procurement speed and final delivery of capabilities that require IT/IS solutions. Schedules for delivering these capabilities have remained a cumbersome and lengthy hindrance. War-fighting capabilities are consistently degraded as time-dependent requirements are outpaced by new technology before delivery. To determine the current impediments within the IT/IS procurement process, we limit our examination to the IT/IS decision-making processes, policies, and organizational structures that may be affecting the timely delivery of IT/IS systems. For the purpose of this thesis, the term governance encompasses these focus areas. Though we discuss aspects of the acquisition process and its guiding policies, a full analysis of the process remains outside the scope of this thesis. Instead, we chose to focus on how governance is affecting the timely delivery of IT/IS capabilities to the warfighter. A timeline analysis of relevant defense program cases forms the basis of our assessment of IT/IS governance. The aim of this thesis is to right-size the governance, or authority therein, required to effectively deliver IT/IS solutions to the war-fighter. We conclude with findings and recommendations as well as further research into adjusting responsibilities and authorities for IT agencies and acquisition professionals.
OPTIMIZING MARITIME PREPOSITIONING FORCE SELECTION OF SHIP CLASS TO RESPOND TO HUMANITARIAN ASSISTANCE AND DISASTER RELIEF OPERATIONS IN THE PACIFIC THEATER
(Monterey, CA; Naval Postgraduate School, 2018-12) Burgos, Angel; Mclean, Gary D., Jr.; Apte, Aruna U.; Department of Defense Management (DDM); Graduate School of Business and Public Policy (GSBPP); Graduate School of Business and Public Policy (GSBPP); Seagren, Chad W.
This project will focus on analyzing critical planning factors of the different ship classes within the Maritime Prepositioning Force (MPF) program for Humanitarian Assistance and Disaster Relief (HADR) operations in the Pacific theater. By optimizing how gear is transported, Marines can provide relief in an expedient manner and minimize cost (i.e., loss of life) in a HADR. We develop an initial response model, Joint Transportation Optimization Planner – Sealift (JTOP-S), to optimize the size and number of ships needed to conduct HADR effectively and efficiently based on the equipment utilized. The port functionality, capacity of the ships, and supply and demand requirements are some constraints that hinder the aid given and delay the process. JTOP-S is able to determine an optimal solution, given the different inputs and parameters. The scenarios we ran to test the model resulted in the following findings: (1) Capacity of the different ship classes is not a limiting factor, the speed is. (2) The model will first max out the available supplies from the closest Sea Port of Embarkation (SPOE) to the Sea Port of Debarkation (SPOD) via the fastest mode of transport. (3) The model will then select the ship class that has the lowest planning factor average from the same SPOE. (4) If the demand is not met from one SPOE, the model will source the remaining demand from the next closest SPOE via the fastest mode of transportation, and then from the planning factor average value.
ANALYSIS OF THE PHYSICAL AND MENTAL IMPACTS OF HEIGHT AND WEIGHT STANDARDS ON MARINES
(Monterey, CA; Naval Postgraduate School, 2024-03) Lallemand, Erick Jr.; Friedman, Mitchell; Department of Defense Management (DDM); Department of Defense Management (DDM); Powley, Edward H., IV
The Marine Corps currently measures body mass index using standards that date back to the middle of the 20th century, which appear to be no longer applicable to today’s service members. The current policy is influencing Marines to adopt unhealthy lifestyle habits that encourage the use of rapid weight loss techniques in order to meet these standards, which contributes to physical and mental health issues. To learn more about individual Marines’ perceptions of current policy, this study consisted of nine semi-structured interviews with the data collected analyzed to identify any common themes, feelings, and perceptions about the current Marine Corps policy regarding height and weight requirements. Given the number of interviewees, this research was a limited population sample which did not allow for a full representation of Marines based on race, gender, MOS, and other key demographic information. The main observations based on interview data points toward the Marine Corps’ re-evaluation and updating of current methods of measuring body mass index in order to allow service members to maintain healthier weights without sacrificing their physical or mental health. These changes could significantly impact the overall health and combat readiness of the fighting force and potentially improve retention rates within the Marine Corps.