During his second tenure as Secretary of Defense, Donald H. Rumsfeld considerably revised the process for selecting senior U.S. military officers for top-ranking positions. The authors examine these changes and how the process evolved after Rumsfeld left office in 2006. They also identify key system attributes that defense officials should consider as they contemplate how senior officer selection and assignments will be managed.
Exploring how the U.S. military can move beyond Iraq and Afghanistan Since the September 11, 2001, attacks, the U.S. military has been fighting incessantly in conflicts around the globe, often with inconclusive results. The legacies of these conflicts have serious implications for how the United States will wage war in the future. Yet there is a stunning lack of introspection about these conflicts. Never in modern U.S. history has the military been at war for so long. And never in U.S. history have such long wars demanded so much of so few. The legacy of wars without end include a military that feels the painful effects of war but often feels alone. The public is less connected to the military now than at any point in modern U.S. history. The national security apparatus seeks to pivot away from these engagements and to move on to the next threats—notably those emanating from China and Russia. Many young Americans question whether it even makes sense to invest in the military. At best, there are ad hoc, unstructured debates about Iraq or Afghanistan. Simply put, there has been no serious, organized stock-taking by the public, politicians, opinion leaders, or the military itself of this inheritance. Despite being at war for the longest continuous period in its history, the military is woefully unprepared for future wars. But the United States cannot simply hit the reset button. This book explores this inheritance by examining how nearly two decades of war have influenced civil-military relations, how the military goes to war, how the military wages war, who leads the military and who serves in it, how the military thinks about war, and above all, the enduring impact of these wars on those who waged them. If the U.S. military seeks to win in the future, it must acknowledge and reconcile with the inheritance of its long and inconclusive wars. This book seeks to help them do so.
The Defence Reform was launched in August 2010 as a fundamental review of how Defence is structured and managed. Many of the issues are not new and have been noted by similar reviews. The Steering Group believes an effective MOD is one which builds on the strengths of the individual Services and the Civil Service and does so within a single Defence framework that ensures the whole is more than the sum of its parts. A key driver for this review has been the Department's over-extended programme, to which the existing departmental management structure and management structure and behaviours contributed. Many of the Steering Group's proposals are designed to help prevent the Department from getting into such a poor financial position in the future and to put it in the position to make real savings. There are 53 recommendations the key ones of which are: to create a new and smaller Defence Board chaired by the Defence Secretary to strengthen top level decision making; to clarify the responsibilities of senior leaders, including the Permanent Secretary and the Chief of the Defence Staff; make the Head Office smaller and more strategic, to make high level balance of investment decisions, set strategic direction and a strong corporate framework; focus the Service Chiefs on running their Services and empower them to perform their role effectively with greater freedom to manage; strengthen financial and performance management throughout the Department to ensure future plans are affordable; create a 4 star led Joint Forces Command; create single, coherent Defence Infrastructure and Defence Business Services organisations; manage and use less senior military and civil personnel more effectively, people staying in post longer, more transparent and joint career management.
This book discusses the systematic expansion of the United States Africa Command (AFRICOM) across the continent of Africa. This book posits that AFRICOM expansion in Africa is part of a broader system of accumulation based on a government-business-media (GBM) complex. Applying the concept at both structural and descriptive levels, the GBM complex is a function of the synergy between the state’s quest for power, businesses’ need for expansion, and the informational and hegemonic functions of media actors. The United States’ GBM complex in Africa is supported—and in some locations spearheaded—by its military, with dispossessing effects on local actors. Drawing from African case studies, analytical accounts and empirical case studies, this book explores AFRICOM’s role within this broader strategy. The volume maps both the methods and the scope of this expansion, as well as local resistance to this process, and comprises perspectives from the five regions of Africa, key sub-regional organizations and voices from Africa’s regional hegemons. This book will be of much interest to students of security studies, strategic studies, African politics and International Relations.
In The Absent Dialogue, Anit Mukherjee examines the relations between politicians, bureaucrats, and the military in India and argues that the pattern of civil-military relations in India hampers the effectiveness of the Indian military. Informed by more than a hundred and fifty interviews with high ranking officials, as well as archival material, this book sheds new light on both India's political and military history, as well as democratic civilian control and military effectiveness more generally.
The civilian role in managing the military has never been more important. Today, civilian leadership of defense policy is challenged by the blurring line between war and competition and the speed of machine decision-making on the battlefield. Moreover, the legitimacy of political leaders and civil servants has been undermined by a succession of foreign policy failures and by imbalances of public faith in the military on the one hand and disapproval of civilian institutions on the other. A central question emerges: What does appropriate and effective civilian control of the military look like? Combining scholarly expertise and firsthand civilian experience in the Department of Defense, Friend argues that civilians combine authoritative status, institutional functions, and political expertise to ensure that democratic preferences over the use of force prevail. Friend focuses on the ways political context shapes whether and how civilian controllers—the civilians in professional and institutional positions with the responsibility for defense matters—exercise control over the military and each other. Mightier Than the Sword provides insights that enrich civil-military relations scholarship, as well as lessons aimed at revitalizing American democracy.
Organizations have risk management strategies and procedures in place for disaster recovery, for employee safety, for computer system outages, and more. But not all organizations have an active succession planning strategy in place, which is a risk management plan for the key talent in the organization. But consider thishow much would it benefit your organization to predict leadership openings, using data and discussions in the same way that you predict other business risks? How much would it reduce your external recruiting costs to address future leadership gaps by proactively developing your top talent, with a sense of urgency to avoid or to lessen the negative impact of a predicted leadership opening when it arrives? The truth is that eventually each employee will leave the organization. Therefore, the risk management function of succession planning is the most critical risk management function for organizational success. Effective succession planning is a process of fitting together the puzzle pieces of organizational talent needs and employee career interests, for the purpose of identifying, retaining and developing talent for business success. This book provides the strategy and the puzzle pieces you will need to plan and to implement an active and effective succession program for your organization. Succession management expert Mark Caruso has created easy-to-use plans and tools you can use to create and implement a succession strategy that achieves results and doesnt sit on a shelf. Use the interview guides and the talent meeting agendas in this book to generate rich talent discussions and to make better talent decisions. Refer to the leadership models and ideas in this book to build leadership programs that address the competency needs of your top talent and successors. Make sure you have an effective succession plan in place for the most critical important asset of your companyyour talent!
In 1950, when he commissioned the first edition of The Armed Forces Officer, Secretary of Defense George C. Marshall told its author, S.L.A. Marshall, that "American military officers, of whatever service, should share common ground ethically and morally." In this new edition, the authors methodically explore that common ground, reflecting on the basics of the Profession of Arms, and the officer's special place and distinctive obligations within that profession and especially to the Constitution.
