Officer

There is something seriously wrong with command and staff college which means that Pakistan Army cannot be an outstandingly effective army unless command and staff college Quetta is reformed. This institutions assessment system is defective , lacks third party audit , not based on any training in field and the biggest conspiracy against all talent and dynamism. My squadron officer Colonel M defined his impressions of staff college . “ first day in class , our instructor colonel F openly stated that he was here because of XX Punjab Regiment and will favor Punjab regiment officers “. These were impressions of countless officers that I interviewed. The rot starts from staff college basis of favoritism , parochialism and lack of merit. War course is not really important as the officer efficiency index of an officer is decided by gradings that he receives at command and staff college Quetta. Castration of rights joined by Pakistan Army officers as inherited from British Indian Army Act An army officer till 1951 could not be retired summarily.However after the so called Pindi Conspiracy affair Pakistan Armys chief Ayub Khan , Pakistani Secretary of Defence Iskandar Mirza advised Pakistani premier to amend rules of service regarding retirement of an officer. From now on an army officer could be retired or dismissed by the government as easily as a sweaper ! This is the simple summing up of why a Pakistan Army officer is programmed to be docile. Any officer of any rank could be retired without any reason and this officer could not go to a civil court while in uniform against this decision. An officer was as good or as bad as a personal slave of the Pakistani state.Job security being Nil ! Even the Pakistani politicians failed to give the army personnel the basic constitutional right to appeal enjoyed in India. Thus while ZA Bhutto did allow this initially in constitution in 1973 , he immediately took it back once the Attock Conspiracy took place. In 1958 when martial law was clamped,Pakistans military dictator Ayub Khan also castrated Pakistans civil servants. Arbitrary interference of an overpowerful executive and no job security.This is Pakistans issue of governance ! The key issues why Pakistani military has remained structurally weak and slavish raised in this book have never been raised by any so called famous analyst of Pakistan Army.

Abstrak "The Analysis of Paperless Office Implementation for In Room Check In Process by Guest Relation Officer at Shangri La Hotel Surabaya" is a research that focused to answer the questions about the paperless office implementation for in room check in, the operational in front office department, and duties and responsibilities of guest relation officer which are applied in Shangri La Hotel Surabaya. In order to understand the implementation of paperless office for in room check in, duties and responsibilities of guest relation officer and the operational in front office department. This is a qualitative descriptive research which is using descriptive analysis and SWOT matrix. The methods of collecting data that used in this research are literatures, questionnaires, observation and documentation which then analyzed by descriptive analysis, IFE and EFE matrix, IE matrix, and SWOT matrix. The result of this research was found that implementation of paperless office was working well and the implementation for in room check in was also working well even there are several problems. But the problems were already fixed by management, staff, and the trainees. One of problems is when the registration card cannot be uploaded and it is suddenly disappear. The solution is the staffs or trainees should capture it with screen capture feature on surface pro, so the registration card can be uploaded manually. Besides that, there are also found strengths, weaknesses, opportunities, and threats (SWOT) of paperless office implementation and in room check in that arranged in SWOT matrix.

This research executed in Body of Officer Area of Town Makassar with the amount of population and sample as much 62 people by using descriptive analysis model which is good for obtaining variable picture trussed by effectiveness management of free increase rank and variable of officer interest, system and procedure and also this policy target head research is (I) Analyzing factors influencing effectiveness of management of promotion PNS at Body of Officer Area of Town Makassar.
This research test the factors having an effect on to effectiveness of promotion management in Body of Officer Area of Town Makassar with the average value give the influence significant. That way also coefficient regression (B) for the variable of officer interest (X1), of head policy (X3), give the influence significant, of while variable of system and procedure (X2) have an effect not significant.
From the examination result of factor of head policy represent the dominant factor have an in with the effectiveness of promotion management at Body of Officer Area Town Makassar, after perfomed by examition with the test F and test the-t, showing of influence significant.

We will learn in this article about a man who´s grandfather came to India in the late 18th century, who´s son and later grandchild, who´s descendants would serve in the military till Indian Independence in 1947. Alexander Bertram Lindsay had a unusual military career, serving in the North Western Frontier, the North Eastern Frontier, Russia and in London. He served in the South Wales Borderers, 2nd Prince of Wales´s Own Gurkha Rifles, Indian Army HQ, Secretariat of Imperial Defence, Personal Staff of the Commander in Chief, Army Staff HQ, India Office and the War Office during his 22 years in service. He made a name for himself as a translator and Interpreter of Russian, in a time when the Great Game was reaching its height, until World War1.

Military Perceptions: Armed Forces on the Move.

Der Sammelband "Armee im Aufbruch" hat in Deutschland zu einer Kontroverse um die Führungsphilosophie der Bundeswehr (Innere Führung) und die Verankerung der Streitkräfte in der Gesellschaft ausgelöst. In diesem Beitrag wird auf Kritiken am Buchband der jungen Offiziere reagiert.

It is widely accepted that one of the most important factors playing an important role in the accidents encountered in shipping is the human factor. A thorough analysis of the most likely sources of this factor in particular world reveal the unfavorable strategies adopted in recruiting and hiring seafarers: employing incompetent ones. Who are not qualified enough to successfully carry out the critical jobs remarkably affective in sustaining the required safety in oceangoing vessels. In mitigating the mistakes and risks and sustaining safety on board ships, recruiting and employing qualitative and competent watchkeeping officers is of utmost importance. The purpose of this study is to determine the criteria (to be) used in recruiting oceangoing watchkeeping officers. To do this, semi-structured interviews, one of the instruments of qualitative research method, has been conducted through the human resource managers of 12 shipowning and/or operating/management companies. As a result of having analyzed the data, 18 vocational, attitudinal/behavioral competencies have been determined, and the overall results have been discussed.

This dissertation examines how ethics, law, and technology are used to control the behavior of people and in particular how technologies such as video cameras are used to control police officers. In addition, the teaching of ethics to police officers is studied. The use of technologies as control devices will be compared and contrasted with the teaching of ethics to

First responders-including police officers-play a prominent role in managing the risk of fentanyl overdoses. In many jurisdictions, they have Naloxone (also commercially available as Narcan) at their disposal to counter the effects of an opioid overdose. Little empirical research exists on how effectively police are incorporating this emergency rescue medication into routine practice. Between 2018 and 2019, we conducted semi-structured interviews with police officers from two Western Canadian police organizations. We also administered organization-wide web surveys to determine what factors facilitate or inhibit the incorporation of Narcan into police practice by looking at two domains: 1) the inner setting of the police organization and 2) personal knowledge of, and attitudes toward, an intervention. Whether officers administered Narcan depended on several personal and organizational factors, including: 1) having sufficient knowledge and concern about the fentanyl situation, 2) being knowledgeable about Narcan and trained in its use, 3) the medication being readily available to officers, and 4) being willing to administer it to citizens.

The limited amount of research on the impact of community-oriented policing (COP) on officer attitudes toward their jobs has been conducted in large cities. In the present study, we analyze survey data from 285 nonsupervisory officers in six small to midsize law enforcement agencies to examine how COP training and COP officer designation is associated with attitudes toward COP principles, support for COP, and job satisfaction. Results indicate that community police officers spend more time engaged in COP-related activities, are more supportive of COP methods and goals, more supportive of organizational changes necessary to implement COP, and more satisfied with their jobs when compared to traditional officers. In addition, officers who perceived their department as having a participatory management style were more positive about community policing and more satisfied with their jobs. Surprisingly, a large majority of traditional officers also supported COP goals and the transition to...

While research shows that performance appraisals are important both as management tools and for their ability to shape organisational commitment and performance, researchers have also noted a ‘pervasive dissatisfaction’ (Coutts and Schneider, 2004: 68) with appraisals in policing. The standardisation of performance appraisal systems across local government departments in the United States may contribute to this dissatisfaction. Standardised forms may be difficult to adapt to diverse officer positions, and to the overall goals of police departments and agencies. This paper uses appraiser and appraisee survey data from a police department in a mid-sized southern city in the United States to examine whether standardised performance appraisal systems in local government meet the needs of local police departments and agencies. Findings suggest that it is important to tailor appraisal forms and systems by including officers and managers in the development of job-specific rubrics and training modules.

It is widely accepted that one of the most important factors playing an important role in the accidents encountered in shipping is the human factor. A thorough analysis of the most likely sources of this factor in particular world reveal the unfavorable strategies adopted in recruiting and hiring seafarers: employing incompetent ones. Who are not qualified enough to successfully carry out the critical jobs remarkably affective in sustaining the required safety in oceangoing vessels. In mitigating the mistakes and risks and sustaining safety on board ships, recruiting and employing qualitative and competent watchkeeping officers is of utmost importance. The purpose of this study is to determine the criteria (to be) used in recruiting oceangoing watchkeeping officers. To do this, semi-structured interviews, one of the instruments of qualitative research method, has been conducted through the human resource managers of 12 shipowning and/or operating/management companies. As a result of...