Level 6 diploma in career guidance and development Essay

Level 6 diploma in career guidance and development - Essay Example All these depict that as a career developer one needs to cultivate a healthy relationship with people. Many theories have emerged trying to explain the existence of career guidance some of these include Holland’s Trait and Factor theory, Bandura’s Social Learning theory and Donald’s Super Developmental approach theory which I’m going to discuss at length in this essay. To begin with, John Holland Trait and Factor theory also known as the Topological theory, which base its argument on the fact that people can be helped based on the human characteristics they possess. Some of these traits include intelligence, self esteem and aptitude. This theory supports the notion that people can be introduced to careers that match with the nature of their characters and a result, this theory has been nick named and criticized as the ‘square peg in the square hole ‘ theory. (Alaos.K.A, Kobiowu.S.V, Adebowale. O.F, 2010, Pg.135) This theory also support the concept of self scrutiny or screening and further stipulates that accuracy of self analysis and career development influences ones career decisions.(Zunker,1990,pg.45). In a case study-James is fourteen year old boy who is just clearing junior High but however does not know the career to pursue in college. Following the concept of self scrutiny, I am able to gather that James has been a very active student in extra curriculum activities and to some extent he has been a football Captain of his school team. Based on his interests in sports, his good leadership qualities and his love for sciences we come to conclusion that James would pursue sport medicine in college. In my career development and counseling profession, Holland’s theory has enabled me to help people to discover their potentials and career through their talents and hobbies. Therefore this theory has eased the task of career decision making most especially with the teenagers who are coupled with

Discussion Essay Example | Topics and Well Written Essays - 7000 words

Discussion - Essay Example 6.2 User Profile The user profile mainly consisted of six elements that allowed the researcher to understand the profile history of each Umrah Company. These elements included the following: 1- Length of Service 2- Total Number of Employees 3- Number of Employees Dedicated to e-services 4- PC History 5- Computers Owned 6- Number and Average age of Computer Literacy Staff 1- Length of Service The companies that have 10 years or less are likely to adopt to electronic services compared to the older ones according to the data obtained from the findings of the study. 2- Total Number of Employees The total number of employees has a bearing on the organisation’s chances of adopting the electronic services. This implies that the higher the total number of employees in an organisation, the higher the chances of adopting and presenting higher level of satisfaction and dedication towards electronic services than those with low total number of employees who might find it difficult to impl ement electronic services. 3- Number of Employees Dedicated to e-services Most companies often commit resources to train between 2 and 10 employees in electronic services. ... t of the Umrah services and a minority of companies constituting about 7 % has started working with computers before the new electronic systems (10-15 yrs). 5- Computers Owned The number of computers owned is closely related to the structure of adoption of new technology in companies. This means that the companies which have large numbers of computers are more dedicated towards technologies both inside and outside their work tasks. They also seem to be dedicated towards the adoption of new technologies. On the other hand, those who have small numbers of computers are only using them to access the service providers to accomplish their task requirements and neither fully dedicating themselves to technologies nor involving their end users, â€Å"clients† online. 6- Number and Average age of Computer Literacy Staff The advanced computer literacy states that it is not necessary for the companies to have large numbers of staff computer literacy but only a few who can enhance as well as execute the technical issues that relate to IT requirements. However, the average ages of those with advanced computer literacy was observed to be between 25 and 35 years and they approximately represent the highest percentage of respondents which is 41.9%. According to the moderate computer literacy, it can be seen that the majority of companies have their moderate computer literacy staff of around 2-20. Their average ages range between 25 and 30 years and was the highest in terms of response showing 41.9% while the average age between 20 and 25 years was the lowest. This implies that the majority of companies have their moderate computer literacy staff of around 25 to 30 years and above. According to the no computer literacy, it can be observed that some companies have a large number of

Narcissism in the Workplace Essay Example for Free

Narcissism in the Workplace Essay I. Introduction and Purpose Having an encouraging self-attitude, being self-assured, and having high self-esteem are worthwhile attributes in both work and personal life; some take these positive attributes to the extreme and become self-regarding, self-adoring, egocentric, and show little empathy for the problems and concerns of others. These people can be considered narcissists, and they can be especially problematic in business settings. Narcissists in work organizations, I believe, are more problematic than beneficial. They tend to cause problems in the workplace due to their toxic personalities. The purpose of this research paper is to prove my point that narcissists are more harmful in a workplace environment than helpful. I will point out the failures of companies due to narcissistic leaders. Although there are companies that are successful who have had a narcissistic leader such as Jack Welch and his company General Electric, it will not be covered in this paper. Secondly, I will make the point that narcissists as leaders are toxic for companies due to their relationship patterns and how it can hurt the business. Freud’s three types of personalities relate to interactions between people that helps further prove the point that narcissists are not beneficial in workplace environments. Thirdly, I will discuss possible techniques to cope with narcissistic leaders and how employees can get their opinions across to their leaders. II. Failures due to Narcissistic Leaders As narcissists become progressively self-assured, they act more impulsively. They feel free of constrictions, and their ideas and beliefs flourish. They believe they’re invincible, which further inspires followers’ enthusiasm and feeds into feelings of grandiosity. One example of a company’s failure due to narcissism is Pehr Gyllenhammar and Volvo. He had a vision that attracted a broad international audience—a plan to transform the industrial workplace by substituting the dehumanizing assembly line mimicked in Chaplin’s Modern Times. His wildly popular vision called for team-based craftsmanship. Model factories were built and publicized to international praise. But his success in pushing through these dramatic changes also sowed the seeds for his downfall. Gyllenhammar started to feel he could ignore the concerns of his operational managers. He pursued chancy and expensive new business deals, which he publicized on television and in the press. On one level, you can credit Gyllenhammar’s falling out of touch with his workforce simply due to faulty strategy. But it is also possible to blame it to his narcissistic personality. His overestimation of himself led him to believe that others would want him to be the leader of a worldwide enterprise. In turn, these fantasies led him to pursue a partnership with Renault, which was extremely unpopular with Swedish employees. Because Gyllenhammar was deaf to complaints about Renault, Swedish managers were forced to take their case public. In the end, shareholders aggressively rejected Gyllenhammar’s plan, leaving him with no option but to resign. At the University of Amsterdam, a study was taken by Nevicka Babora to determine whether or not narcissists make for good leaders. The study recruited 150 participants that were divided into groups of three. One person was randomly assigned to be the group’s leader; all were told they could contribute advice, but that the leader was responsible for making the decision. Then they undertook a group task: choosing a job candidate. Of 45 items of information about the candidate, some were given to all three, and some to only one of the participants. The experiment was designed so that using only the information all three were privy to, the group would opt for a lesser candidate. Sharing all the information that was given would lead to the best choice. After the interviews, the participants completed questionnaires. The leaders’ questions measured narcissism; the others assessed the leaders’ authority and effectiveness. As expected, the group members rated the most narcissistic leaders as most effective. But they were wrong. In fact, groups led by the greatest egotists chose the worse candidate for the job. Barbora said â€Å"The narcissistic leaders had a very negative effect on their performance. They inhibited the communication because of self-centeredness and authoritarianism.† III. Narcissistic Relationships in the Workplace As narcissists move higher up in position in a company, they are more likely to maintain relationships with coworkers who are willing to conform to their ideas and motives. Some people believe narcissists benefit the workplace environment because they are good at making relationships quickly with groups of people by charming people with their charismatic personality at the first initial meeting. They also benefit the company by them willing, and able to make whatever personal sacrifices are necessary to gain reputation and position. Taken to a certain degree, these narcissistic traits are valuable to the person and the organization. They signal â€Å"leader.† Yet, as Manfred Kets de Vries has said, â€Å"narcissism is a strange thing, a double-edged sword. Having either too much or too little of it can throw a person off balance.† Narcissists will often become obsessed with gaining power and control. They tend to make decisions on impulse, with no second thoughts, leading to potential problems. Narcissists have trouble working with others and they often do not take blame for their mistakes and they do not like to share credit for successes. Leaders with a narcissistic personality often like to surround themselves with an unquestioning loyal and uncritical staff because they do not like to feel threatened by a colleague. Also, they exploit others; forming relationships only with those he or she feels will advance his or her goals and self-esteem. Jon Carlzon, former CEO of the Scandinavian airline SAS, is a textbook example of how a narcissist’s weakness can cut short a brilliant career. Carlzon compared the ideal organization to the Brazilian soccer team; there would be no fixed roles, only innovative plays. When another input of thought of a more military form of organization was added that disagreed with Carlzon’s belief, he stated, â€Å"Well, that may be true, if your goal is to shoot your customers.† He did not engage in serious dialogue with his subordinates, displaying his trait of self-interest. He also ignored the issue of high costs, even when others pointed out SAS could not compete without improving productivity. He spent tons of money investing in unnecessary items right before his company filed for bankruptcy. Carlzon’s self-image became so enormously inflated that his feet left the ground. Freud: The Three Types of Personalities Freud identified three main types of personalities: erotic, obsessive, and narcissistic. Most of us have elements of all three; therefore, we are all somewhat narcissistic. One type of personality will dominate over the other, making us react differently to success and failure. i. Erotics tend to be the compassionate and caring. They care about being loved and believe that it is most important. Erotics are dependent on people they fear will stop loving them. Erotic’s are generally teachers, social workers, and nurses; positions which help others in need. Erotics do not make the best leaders because they try to avoid conflict as much as possible and they make people dependent on them. According to Freud, they are the outer-directed people. ii. Compared to erotics, obsessives are more inner-directed. These people tend to be more self-reliant and conscientious. They make the most effective managers in a workplace environment due to their ability to create and maintain order. They are constantly looking for ways to help people listen and understand better to resolve conflicts and find win-win opportunities. Obsessives want to constantly improve due to their conscience and their sense of moral improvement. The best obsessives communicate effectively and set very high standards. They make sure that all procedures are followed according to plan and within the budget. The most productive obsessives tend to be great mentors and team players. iii. The third type of personality is narcissistic. Narcissists are not easily impressed and independent. In business, they are driven by their innovation to gain power and glory. The best narcissists go above and beyond being experts in their industries and they crave the knowledge to know everything about the companies and products. Compared to erotics, they want to be admired not loved. They are not afraid to express their feelings and put others back in pursuit of their goals. At the moment of success, narcissists are at the greatest risk of isolating themselves out of all three personality types. Narcissists constantly look for enemies due to their independence and aggressiveness. The most toxic relationships to be made are with narcissists out of the three personality types because they are the most unstable. Generally, a relationship with a narcissist is short term because of their fear of having someone be more superior than them and due to their independence. IV. How to Cope Narcissists are not likely to realize they do not have narcissistic personality disorder nor do they know how to react when they sense they are being targeted. The best thing for a person to do in order to work well with a narcissist is to follow along with the narcissist’s ideas or plans. The best way to determine if a leader is a narcissist is finding certain qualities that narcissists display. If he or she talks frequently about him or herself, and constantly uses the word â€Å"I† and bullies and abuses those who work for him and intimidates others to get his way, these are signs of a narcissist. Also, another sign would be in public if he or she presents himself or herself as patient, congenial, and confident; however, in private is smug, arrogant, snobbish, and patronizing to subordinates and coworkers. The biggest situation you should try to avoid is not to confront the destructive narcissist directly. Confrontation with them can lead to rage and a feeling of being attacked, causing a highly malicious response. Whatever happens, stay as calm as possible and behave in an admiring manner to calm the narcissist down. Never show that you are afraid of a narcissist for they will try to use it to think that you are of lower authority than them. Get everything you can in writing and keep notes of things that narcissists may lie, bluff, threaten, and deceive about. Narcissists are likely to apologize when they have no one on their side if a mist of an argument or disagreement. They will confess their wrong doings and ask for forgiveness however, they will not mean or believe what he or she is saying. Narcissists rarely see their wrong-doings until they have no one that is admiring them, so they may fake their emotions in order for the person to feel guilty and put the blame for the situation on themselves. This also relates to narcissists taking back the things they say in order for themselves to get out of tight situations. Expect the destructive narcissist to break contracts and agreements. Protect yourself emotionally and financially from betrayal. Have a backup strategy should the destructive narcissist go back on his word, which he or she probably will. V. Conclusion Narcissistic leaders are bad for companies due to their constant admiration of themselves and inability to take criticism well. They listen to only the information they seek and they don’t learn easily from others. If a company is at its highest stress level, adding a narcissist to the stress load may cause the company failure. Works Cited Boyett, Joseph H., Ph.D. Surviving the Destructive Narcissistic Leader. Apr. 2006. Web. 26 Nov. 2012. Bruner, Robert, and Robert Spekman. Alliances: Lessons from Volvo- Renault. 2 Apr. 1998. Web. 28 Nov. 2012. Grunes, Dennis. MODERN TIMES (Charles Chaplin, 1936). MODERN TIMES (Charles Chaplin, 1936). 06 Nov. 2011. Web. 26 Nov. 2012. http://grunes.wordpress.com/2007/11/06/modern-times-charles-chaplin-1936/. Konnikova, Maria. The Narcissistic Leader: Not as Good as He (Or You) May Think. 24 Oct. 2011. Web. 28 Nov. 2012. http://www.maccoby.com/Articles/NarLeaders.shtml. Maccoby, Michael. Harvard Business Review. Proc. of Weaknesses of the Narcissistic Leader. 02 Aug. 2006. Web. 28 Nov. 2012. http://www.maccoby.com/Articles/NarLeaders.shtml. Maccoby, Michael. Narcissistic Leaders: The Incredile Pros, the Inevitable Cons. Jan. 2004. Web. 26 Nov. 2012. Nevicka, Barbora. Narcissists Look Like Good Leaders—But They Aren’t! Association for Psychological Science RSS. 09 Aug. 2011 . Web. 26 Nov. 2012. http://www.psychologicalscience.org/index.php/news/releases/narcissists-look-like-good-leadersbut-they-arent.html. [ 1 ]. Grunes, Dennis. MODERN TIMES (Charles Chaplin, 1936). [ 2 ]. Bruner, Robert, and Robert Spekman. Alliances: Lessons [ 3 ]. Nevicka, Barbora. Narcissists Look Like Good Leaders—But They Aren’t! [ 4 ]. Quoted in Andrea Giampetro-Meyer, Timothy Brown, S. J M. Neil Browne, and Nancy Kubasek, â€Å"Do We Really Want More Leaders in Business?† Journal of Business Ethics, 17, no. 15, (November 1998): 1730. [ 5 ]. Maccoby, Michael. Harvard Business Review. The Rise and Fall of a Narcissist [ 6 ]. Maccoby, Michael. Harvard Business Review. Proc. of Weaknesses of the Narcissistic [ 7 ]. Boyett, Joseph H., Ph.D. Surviving The Destructive Narcissistic Leader.

Why I Chose to Study Engineering

Why I Chose to Study Engineering The significant contribution of engineers to the local and global communities is what has inspired me to study engineering. There are many disciplines of engineering though I have chosen to study architectural engineering. In this essay, I will reflect on my choice of study and explore the skills and contributions of architectural engineering. I will discuss what factors have inspired and motivated my choice of study, the roles of an architectural engineer, the attributes required to be a successful engineer, how they serve society and the obstacles that will be faced in the industry. I did not choose architectural engineering at random, there are some aspects that inspired and motivated my choice. I have always known I wanted to pursue a career in engineering, as I enjoy mathematics and physics, but I was unsure of which field. My personal interests have had a large impact on my choice of study. I love to design and create, take on new challenges, solve problems and give back to my community. Originally, I intended to study mining engineering and participated in a week of work experience at a mine. After that week, I believed that it was not for me. I had heard of architectural engineering and thought I would check it out. I researched everything I could about it and knew that it was the field I wanted to do. Architectural engineers give so much to the community through the structures they assist in designing. I hope to be able to help create systems that will assist our society. There were times when I was doubtful as engineering is a male-dominate field and the only course available is in Melbourne. However, my parents have pushed me to pursue my dream. They are my motivation, I do not want to let them down. I aspire to make them proud. Architectural engineers apply engineering principles and technology to the design, construction and planning of buildings. They are responsible for taking a design from an architect and developing the details of the buildings structural and environmental systems. The systems of a building include: structural integrity, heating/air conditioning systems, ventilating systems, plumbing, fire protection and electrical systems [1]. As shown in [2] architectural engineering incorporates elements of several other engineering disciplines including mechanical, electrical, fire protection, and others. Some architectural engineers may focus on specific areas, such as a structures capability to endure the stress of natural disasters. While others may concentrate on improving air quality, energy efficiency and minimising environmental impact. They work in teams with architects and engineers who a specialist in other fields [1]. As to be able to design and construct a stable and safe building, they need to be able to communicate, work together and solve problems. The attributes of a successful engineering can be listed in to three categories set by Engineers Australia. These three categories are: knowledge and skill base; engineering application ability; and professional and personal attributes [3]. The first two categories are based on having an understanding and application of engineering, mathematics and physics. The last category includes many of the key attributes required to be a successful architectural engineer. The ability to communicate with others and work in a team environment are two of the main key attributes. An engineer needs to be able to communicate well, both orally and in writing, to not just other engineers but also other specialist. In the industry, there will be times when engineers must work with others that may not have the same level of knowledge, so they must convey technical ideas in non-technical language understood by the audience [3]. Architectural engineers need to be creative, inquisitive, analytical and detai l-oriented [1]. This will enhance their problem-solving skills and lead to further ideas and developments that will serve society. Architectural engineering has a large impact on the systems that support societys standard of living [4]. Engineers are continuously aiming to improve and develop concepts that will greatly benefit society through the use of science and technology. Architectural engineers create building systems based on what is requested from society [4]. They have developed buildings that can withstand the stress of a natural disaster. They strive to create safe and convenient places for people to work and live. The designs developed by architectural engineers do not just benefit society with the final structure but also during the planning and construction phases. The different stages of a project require people from different professions, initiating many job opportunities for people within the communities. When architectural engineers have a project, they aim to create a safe and functional building suited for the consumers but this doesnt come without many obstacles. In the work force, there will be obstacles and challenges. There are many factors that could impact a project including: environmental impact, budgeting, resources and work environment. There are major concerns from society about the environmental impact of projects, thus engineers are trying to minimise our impact [5]. Budgets are a foremost factor in the creation and construction of a building as it is what gives architectural engineers a guideline, though sometimes it is considered a constraint. The budget allowed also impacts the availability of resources and materials. Architectural engineers can only create a building with what is available as it is unprofessional to start a project and realise that there is a limited amount of the building materials. The final factor, workplace environment as seen in [6] is the most critical factor in maintaining the productivity rate and satisfaction levels of a workplace and employees. The main aspect that has inspired me to study architectural engineering is the large contribution it has on improving and developing societys standard of living. In this essay, I have reflected, discussed and explored the aspects that have inspired and motivated my choice of study, the responsibilities and role of an architectural engineer, the attributes required to become an accredited engineer, the impact that they have on society and the challenges that will be faced in the workplace. References [1] Architectural Engineering Overview, Sloan Career Cornerstone Center. Accessed on: Mar. 10, 2017. [Online]. Available: http://www.careercornerstone.org/pdf/archeng/archeng.pdf [2]C. Ozansoy, Class Lecture, Topic: Chapter 1 What is Engineering? NEF1103, College of Engineering and Science, Victoria University, Melbourne, Vic., Feb., 27, 2017. [3] D. Dowling, R. Hadgraft, A. Carew, T. McCarthy, D. Hargreaves and C. Ballie, What is Engineering? in Engineering Your Future: An Australasian Guide, 3rd ed. Milton: John Wiley Sons, 2016, ch.1, pp. 24-27. [4] University of Michigan (2013, Aug. 2). 2013 James R. Mellor Lecture William Banholzer [Video file]. Accessed on: Mar. 19, 2017. Available: https://www.youtube.com/watch?v=4XY4mMZNGl4 [5]D. Dowling, R. Hadgraft, A. Carew, T. McCarthy, D. Hargreaves and C. Ballie, Sustainable Engineering, in Engineering Your Future: An Australasian Guide, 3rd ed. Milton: John Wiley Sons, 2016, ch.3, p. 119. [6]E. Ajala, The Influence of Workplace Environment on Workers Welfare, Performance and Productivity, The African Symposium: An online journal of the African Educational Research Network, vol. 12, no. 1, p. 141, 2012.

Isaacs Obsession with Money in Ivanhoe :: Ivanhoe Essays

Isaac's Obsession with Money in Ivanhoe       Sir Walter Scott's riveting classic, Ivanhoe, is a wonderfully woven story of battles, adventure, comedy, and love. In this story we encounter Robin Hood, Richard the Lion-Hearted, Prince John, and some less known but important characters. The reader meets Cedric the Saxon, who is guardian to the beautiful Rowena, and his swine herder Gurth along with his fool friend Wamba. In their adventures throughout the book they meet a feeble old man. He is a Jew. Rebecca is his beautiful daughter. Together they live in a fancy house of great wealth. For you see, Isaac is a very wealthy Jew, who is very much in love with his money.    We first learn of Isaac's love for money right after he is introduced. He arrives at the home of Cedric the Saxon, and sleeps in the room next to the Palmer. Awakened by the Palmer, who tells Isaac about a plan to take his life, they leave in the early morning and proceed to the city of Sheffield. When they arrive, Isaac thanks the Palmer and tells him that he cannot pay him much, but will give what little he has. The Palmer denies payment but Isaac insists on giving him a horse and bridle.    Isaac's love for his money is great enough that he would not pay even a little sum of money to someone who did him a favor. After the first day of the tournament, the Disinherited Knight has Gurth return the money they borrowed from Isaac. Gurth arrives at the house. Isaac asks how much money Gurth has in his money bag and demands all of it for payment. While Isaac is counting out the eighty zecchins, he almost gives one to Gurth for bringing the money, but can't find it in his heart to do so. Gurth leaves and on his way out Isaac's daughter gives Gurth eighty zecchins to give to his master and twenty for himself.    Isaac cannot bear parting with his money, even if it means dying for it. While being held captive in a castle, his captor asks for money in exchange for his freedom. Isaac cries out that he can get the money, but must go to his brothers from his tribe to borrow it! Why does he need to borrow money when he has so much?

Cults :: essays research papers

Cults Types of cults Two main kinds of cults exist today: Messianic Cults This is a cult that has a leader. Whatever the leader orders his members to do must be done, whether it would be sacrifice or murder, it must be done. In return the leader of the cult would "save" his followers. Mellenarian Cults This is a type of cult that refers to the 1,000 year reign of Christ. These groups believe that dramatic events, such as the end of the world or judgment day, will occur at the turn of the century. Traits of cults A feeling and a certainty of belief. A single strong and powerful leader. A tendency to control communication. A totalistic outlook; a view that spiritual life in the group must be present 24 hours a day, seven days a week. This would not allow a member to do any hobbies, work or interests outside of the cult. People who join cults There are four different types of people who participate in cults. The first type of people are normal people who come from intact families and turn to cults at a moment of difficulty in there life. These people haven't had any other problems previously. The second group of people are people who had problems in there past in development and emotion. The third and smallest group of cult members are psychotic individuals. The fourth group of people feel as if they don't fit into society. Different cults Charles Manson was never close to his parents, for he never met his father and his mother was an alcoholic. This lead Manson through a confusing age. He was always getting in trouble with the law. After he got out of prison he began to experiment with the psychedelic drug LSD. In San Francisco he learned how to talk like a hippie and sounded very wise, to lost and confused young men and woman. He always looked for sad or disordered young women. As he found them he talked to them, and they quickly trusted him deeply. In a short time he had gathered up enough young women to be his slaves and do whatever he asked. This is were Charles Manson began his cult leadership. Manson told four of his followers to break into a wealthy home in Los Angeles and kill everyone

Operational Environment

It is imperative that commanders and leaders possess a thorough understanding of their respective dynamic Operational Environment (OE) in order to efficiently utilize available resources to achieve the desired end state. Understanding the physical environment, the state of governance, technology, local resources and the culture of the local populace is absolutely vital and failure to do so leaves little chance for success. When considering the OE the following factors need to be examined; ideology, religion, race, ethnicity, nationalism and physiological needs. Obtaining the necessary information will only be achieved as a result of a time consuming process that entails speaking with members of the local governance and the local populace of which patience is paramount. Given our current Contemporary Operational Environments (COE) of Iraq and Afghanistan probably the most important factor to understand is religion. It is imperative that commanders have a thorough understanding of the desired end state which is to rebuild the country and not force western culture upon them in the process. Agreeing with their culture or beliefs is inconsequential. Commanders at all levels are obligated to ensure that this end state is clearly stated and understood by everyone at all levels in order to show the local populace that are intentions are clear and that our efforts are sincere. According to FM 3-0 the OE should be analyzed utilizing the following interrelated operational variables; political, military, economic, social, information, infrastructure, physical environment and time (PMESII-PT). These variables provide a view of the operational environment that emphasizes its human aspects. It is suggested that whenever possible commanders and staff utilize specialists in each variable in order to improve analysis. The political analysis also addresses the effect of will. Will is the primary intangible factor it motivates participants to sacrifice to persevere against obstacles. The military variable includes the military capabilities of all armed forces within the OE. The economic variable encompasses individual and group behaviors related to producing, distributing and consuming resources. Cultural awareness falls within the social variable and helps identify points of friction within populations, helps build rapport and reduces misunderstandings. Ensuring that the importance of cultural awareness is emphasized at all levels can improve a force’s ability to accomplish its mission and provide insight into individual and group intentions. The information environment is the aggregate of individuals, organizations and systems that collect, process, disseminate or act on information. Commanders use information to shape the operational environment. The infrastructure comprises the basic facilities, services and installations needed for a society to function and it is imperative that commanders understand that degrading the infrastructure will have an affect upon the entire OE. The physical environment includes the geography and man-made structures within the OE. The enemy understands that less complex and open terrain often exposes their military weaknesses. Therefore, they may try to counteract US military advantages by operating in urban or other complex terrain and during adverse weather conditions. In regards to the time variable an enemy with limited military capability usually views protracted conflict as advantageous. They avoid battles and only engage when conditions are overwhelmingly in their favor. Given our COE the enemy is well aware that Americans are impatient and demand a decisive victory without delay and are not willing to wage a long drawn-out conflict that places a heavy financial burden upon the country. Colin S. Gray states that, â€Å"COIN is about the control of people and territory. I submit that it is virtually impossible to gain control in any region without a thorough understanding of the many different facets that the OE is comprised of. Given the fact that we have moved away from fighting â€Å"regular† wars and find our selves submerged in â€Å"irregular† warfare knowledge of the operational environment is essential because the United States is already ill prepared to fight such a war. It has taken us the last 10 years to start to chan ge our training and techniques allowing us to achieve success. The United States was stuck in the â€Å"cold war† era and our training and techniques were antiquated. Even so during the cold war era it was still vital to possess a thorough understanding of the respective operational environment in order to be successful. However, given the fact that we find ourselves in these â€Å"irregular† wars against religious extremists it seems to be exponentially important to know your OE. It seems as though that today’s operational environments are much more elaborate and complex. Today we face a more â€Å"guerilla† style combatant as opposed to having clearly drawn lines on the battle field during the cold war era. Today we find ourselves more in need of intelligence in order to determine who are enemy is and in order to obtain such elusive information it is essential to befriend the local populace which can only be accomplished by becoming educated on the aforementioned vital aspects of the OE itself. Mr. Gray also states that, â€Å"the decisive combat occurs in and about the minds of civilians, not on the battlefield. Protection of the people must be job one. † I believe that it is overtly obvious that in order to determine what is on the minds of the civilians and what their individual concerns are we need to get intimately familiar with them and earn their trust. I submit that this can not be accomplished until a thorough study of the complete operational environment has been completed and the US armed forces possess a firm grasp of what is important to the local populace. We will be ill prepared to protect them if we don’t understand what their concerns and fears are. They have to be willing to place a tremendous amount of trust in our armed forces to provide them with the information of whom they fear and why. I say this because we can’t really protect them until they provide the information but then again once they do they know that they will be targeted for reprisals. This is why I can not over emphasize how important it is to gain substantial knowledge of the local people and their respective culture within these complex environments. I would like to use the following quote from Colin Gray’s Irregular Warfare to bolster my argument, â€Å"If we do not know much about those beliefs and values, we are unlikely to register much progress in persuasion, except by accident. Indeed, by behaving like strangers in a strange land—true aliens—our regular soldiers and officials are as likely to do more harm than good to their mission. † Irregular warfare is complex and thus far has been fought in extremely complex environments. It is a fact that the United States is not well suited or well prepared to engage in such battles. We can not longer rely on our size and strength in order to ensure victory. It is through technology, special operations and vital information obtained from the local people that enable us to achieve any success at all in these complex, hostile operational environments. I submit that obtaining a thorough and complete knowledge of the individual operational environment to include the physical environment, the state of governance, technology, local resources, the culture of the local populace, ideology, religion, race, ethnicity, nationalism and physiological needs is absolutely essential in order to have any chance of success. According to FM 3-0 we should analyze the operational environment utilizing the following variables, political, military, economic, social, information, infrastructure, physical environment and time (PMESII-PT). Utilizing this method should yield a fairly complete understanding of the respective operational environment. Remember that according to Colin Gray, Irregular Warfare is about protecting the civilians and gaining their trust. How can we expect to accomplish this task if we behave like strangers in a strange land—true aliens?