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Research on Managing Groups and Teams provides a forum for truly novel ideas and emerging lines of inquiry across many group-related topics.
First Published in 2007. Routledge is an imprint of Taylor & Francis, an informa company.
"When appropriate, the U.S. Air Force needs to be prepared to supply joint task force (JTF) headquarters. If the U.S. Air Force takes the steps necessary to produce JTF-capable units, both the service and the nation would benefit. The authors consider the nature of JTF command, survey command-related developments in other services and in other elements of the defense community, and examine four JTF operations. They raise issues for the Air Force to consider and offer a set of recommendations aimed at enhancing the Air Force's ability to staff and run JTF headquarters."--Provided by publisher.
The Oxford Handbook of Military Psychology describes the critical link between psychology and military activity. The extensive coverage includes topics in of clinical, industrial/organizational, experimental, engineering, and social psychology. The contributors are leading international experts in military psychology.
This volume explores advances in theory, research and technologies needed to advance the state of the art of intelligent tutoring systems (ITSs) for teams.
Provides a detailed account of the U.S. Army Cadet Command activities between 1996 and 2006, telling of the Army's expectations of the ROTC program, and providing an analysis of success and challenges of recruitment within the 20th century and beyond.
The Reader's Guide to Lesbian and Gay Studies surveys the field in some 470 entries on individuals (Adrienne Rich); arts and cultural studies (Dance); ethics, religion, and philosophical issues (Monastic Traditions); historical figures, periods, and ideas (Germany between the World Wars); language, literature, and communication (British Drama); law and politics (Child Custody); medicine and biological sciences (Health and Illness); and psychology, social sciences, and education (Kinsey Report).
John Spencer was a new second lieutenant in 2003 when he parachuted into Iraq leading a platoon of infantry soldiers into battle. During that combat tour he learned how important unit cohesion was to surviving a war, both physically and mentally. He observed that this cohesion developed as the soldiers experienced the horrors of combat as a group, spending their downtime together and processing their shared experiences. When Spencer returned to Iraq five years later to take command of a troubled company, he found that his lessons on how to build unit cohesion were no longer as applicable. Rather than bonding and processing trauma as a group, soldiers now spent their downtime separately, on computers communicating with family back home. Spencer came to see the internet as a threat to unit cohesion, but when he returned home and his wife was deployed, the internet connected him and his children to his wife on a daily basis. In Connected Soldiers Spencer delivers lessons learned about effective methods for building teams in a way that overcomes the distractions of home and the outside world, without reducing the benefits gained from connections to family.
In response to the irregular warfare challenges facing the U.S. in Iraq and Afghanistan in 2005, General James Mattis—then commander of Marine Corps Combat Development Command—established a new Marine Corps cultural initiative. The goal was simple: teach Marines to interact successfully with the local population in areas of conflict. The implications, however, were anything but simple: transform an elite military culture founded on the principles of "locate, close with, and destroy the enemy" into a "culturally savvy" Marine Corps. Culture in Conflict: Irregular Warfare, Culture Policy, and the Marine Corps examines the conflicted trajectory of the Marine Corps' efforts to institute a radical culture policy into a military organization that is structured and trained to fight conventional wars. More importantly, however, it is a compelling book about America's shifting military identity in a new world of unconventional warfare.
Headlines frequently appear that purport to highlight the differences among workers of different generations and explain how employers can manage the wants and needs of each generation. But is each new generation really that different from previous ones? Are there fundamental differences among generations that impact how they act and interact in the workplace? Or are the perceived differences among generations simply an indicator of age-related differences between older and younger workers or a reflection of all people adapting to a changing workplace? Are Generational Categories Meaningful Distinctions for Workforce Management? reviews the state and rigor of the empirical work related to generations and assesses whether generational categories are meaningful in tackling workforce management problems. This report makes recommendations for directions for future research and improvements to employment practices.