This article considers how the draft to the Athenian hoplite army was organized in the 5th–4th centuries B.C. The available historical sources do not describe the conscription system for hoplites ...until the 5th century B.C., so its functioning in the archaic period remains unknown. Interestingly, the conscription of hoplites was generally determined by the structure of the civilian part of Athenian society. It could have appeared with the introduction of the phalanx in Athens under Solon and finally took shape after the reforms of Cleisthenes. Over time, this original conscription system underwent major changes: at first, it was based on the conscription lists compiled by each phyle, i.e., the lists of citizens who were to be drafted for a particular campaign; later, the conscription was held by the eponyms, i.e., only citizens of certain age groups were drafted for service. The results obtained show that the new system must have been introduced between 386 and 366 B.C. The conclusion is made that the old conscription system was changed to improve the military structure of the polis.
The article contains a literature review of the most relevant and important trends in contemporary management and, based on this background, some possible directions for determining how to run ...processes specific to defense organizations are highlighted. As methodological framing, an applied research (information collection using Web of science and bibliometric processing to build the conceptual picture of management trends) and exploratory (in terms of purpose) was intended to determine the impact of contemporary management trends in the military. The work is of interest both for researchers in the field of general management for the understanding of some managerial peculiarities of the military organization but also for military specialists for a better awareness of the need and usefulness of scientific investigation of some specific aspects, at the same time also of the military science, considering the framing of the military domain in the social macro-field. It was also taken into account the fact widely accepted by scholars that in the history of management, on several occasions, some authors have considered the military organization as a managerial model.
Anthony King’s 'Command: The Twenty-First-Century General' claims to present a new perspective on command, in which a radical change of command from an “individualistic” to a “collective” practice ...has taken place since the 20th century. In this article, we critically assess two key ideas in King’s work, namely “collective command” and “complexity”. These are issues which are mirrored in contemporary collective leadership literature and complexity management discourse. We argue that this engagement with collective leadership and complexity has some unfortunate consequences for King’s assessment of military organization and how command practices have changed. The outset for our critique is what we perceive to be a “surreptitious slide” – namely a slide from analytical insights about the present and past to generalizations and prescriptions about the future of command and the organizational context in which it unfolds. The slide is reflected in a lack of specificity concerning what 'is' and what 'ought to be'. We suggest that scholars and practitioners attend to the diversity of actions within timeframes, specific situations, and contextual settings rather than evoke wishful thinking and legitimize specific visions of future realities. This would, among other things, shed light on how concrete issues of power, conflict, and tensions co-exist in divisional headquarters and beyond.
Science is the main pillar of growth and development. For Encountering with environmental conditions, Islamic Republic of Iran Armed Forces should manage their scientific, knowledge and time ...resources, which are their intellectual capital. Because of restriction and irreversibility of resources, including funds, human and time resources, it is impossible to deal with all of the sciences and technologies. Specifying of required sciences and technologies, prevent organization from divided and non-required activities. The main objective of the research is introduction of proper process for extraction and prioritizing of required sciences in military organizations and its subsidiary objectives are determination and prioritizing of required sciences and technologies. The research is an applied- developmental one and in terms of method is a descriptive and survey research. Due to the need for expertise evaluations, the research was performed in a mixed (quantitative and qualitative) approach and 10 expertise meetings were held inviting 20 experts. Statistical society of the research is 250 people and sample size was 70 people according to Chocran formula. Cronbach's alpha of questionnaire was 0.987. The results of the research indicates that required sciences and technologies in military organizations can be extracted by capability based approach. Required capabilities of organization should be extracted from tasks of organization.
In this study, we explore how empowerment initiatives can be understood by drawing on key notions from the power literature. By conceptualizing empowerment as the transformation toward ‘power to’ by ...actively using ‘power over’, we uncover power-related dynamics and tensions arising from empowerment initiatives in ways that go beyond prior work. Our in-depth case study of an empowerment initiative in a military organization highlights the complex challenges that powerful actors face when attempting to enhance the power to act elsewhere in the organization. Our findings demonstrate how power-related tensions arise between and within actors, as actors combine and shift between different power practices. We find that power tensions are not merely relational in nature (i.e. between actors), but also arise when individual cognition differs from action. By showing how the interplay of different power practices may result in major tensions, our findings provide a new perspective on why organizational empowerment initiatives may produce unintended outcomes or even completely fail. Moreover, while power-over, power-to and transformative power practices are typically explored separately, this study is one of the first to shed light on the complex relation between these power practices, thereby examining them together. Finally, this study demonstrates how cross-fertilization between the empowerment and power discourses may advance both fields.
The choice of our article—Reserve Soldiers as Transmigrants—for the 50th anniversary of Armed Forces & Society special issue indicates heightened interest in reserve forces and recognition of their ...organizational and social uniqueness. At base of our previous publications was an implicit assumption that reservists belong to diverse and representative social and cultural groups. In other words, we did not explicitly address the issues of the social distribution of reservists. In this short piece, we turn that assumption into a variable so that the key questions that arise for further research are “Who serves in the reserves?” and “What are the implications of the social distribution of reservists?” While these questions have been addressed in regard to conscripts and regulars, there is a dearth of relevant studies on reserves. We suggest that this line of analysis further illuminates the complexity of contracts and dynamics between reservists, the military, and the state.
In writing this article, we have attempted to focus on the study of the resources of postmodern organizations, particularly as they relate to human resource management and knowledge-based management. ...In post-modern organizations, human resources are considered not only a resource but also a capital and vector of progress. This means that human resources are not just a means to an end, but rather they are an asset that can be invested in and developed to enhance the organization's success and growth. The article addresses the unique challenges and opportunities of postmodern organizations characterized by rapidly changing technologies, increasing globalization, and changing social and cultural norms. One of the key points discussed in the article is the need for postmodern organizations to develop and implement effective human resource management strategies. This includes focusing on attracting and retaining top talent, providing opportunities for training and continuous development, and fostering a culture of innovation and creativity. The article also highlights the importance of knowledge-based management, which involves using technology and data to make strategic decisions and improve organizational performance. The article highlights the Army's efforts to modernize its human resource management, including initiatives to recruit and retain the best talent, provide opportunities for training and continuous development, and foster a culture of innovation and creativity.
The article outlines the main trends in Czech-Ukrainian relations since the start of the special military operation in Ukraine. The main events of the bilateral agenda between Prague and Kiev were ...considered. The author notes that after February 24, the current Cabinet under the leadership of P. Fiala began to perceive the Ukrainian issue as a key one in the country’s foreign policy. This was manifested in the increased intensity of contacts and a qualitative change in the content of the talks. An assumption is made about bringing relations to a strategic level. Moreover, it was noted that the Czech Republic sought to promote its vision of the Ukrainian issue among partners in international organizations through innovative proposals and playing ahead of the curve.
The achievement of the vision, mission and also the target of a military institution is strongly influenced by soldiers or personnel who are human resource capital. In terms of human resources or ...personnel, of course, they have work motivation that must be maintained in order to survive in military organizations. Potential human resources and in accordance with their field of work will support the achievement of the organization if they are utilized optimally. This study aims to find answers about how the influence of organizational culture (X1) and job satisfaction (X2) on the work motivation of military personnel (Y) with work facilities as moderating variables (X3). The scientific method used in this research is survey research using a quantitative approach, the data analysis carried out in this study by analysis using statistical model tests. The results obtained in this study are (a) Organizational culture (X1) has a significant effect on work motivation (Y) in Institutions or Military Organizations, (b) Job satisfaction (X2) has a significant effect on work motivation (Y) in Institutions or Organizations. Military, and (c) Work facilities (X3) have a significant effect on work motivation (Y) in Military Institutions or Organizations. Based on the test results, it is also known that there is an effect of these variables after interacting with the work facilities variable as a moderating variable, the results obtained that have a significant effect on the work motivation of personnel. So it can be concluded that work facilities moderate organizational culture and job satisfaction so that it affects the increase in work motivation in military institutions or organizations.
Organizational identity is one of the most important factors that could play a critical role in improving job performance. This issue is more important in the military organization because of the ...central role of human resources and the complexity inherent in their mission. Military universities play a vital role because of their impact on the training and staffing of these organizations. The aim of this study was to identify the relationship between organizational identity and job performance of the military university staff. The research methodology is based on the survey and correlation. The statistical population of this research included 110 cadres of the Military College, who were selected using a simple random sampling method. The research instruments for collecting data include two standard questionnaires: The organizational Identity questionnaire by Cheney containing 25 questions, and the Paterson Job Performance questionnaire which has 16 items. Cranach’s alpha coefficient is used to confirm the validity and the reliability of the questionnaires respectively. Pearson correlation coefficient, Linear Regression in addition to Analysis of Variance methods are employed for testing research hypotheses by the SPSS18 software. The findings of this research indicated that the organizational identity is in a positive direct relationship with the job performance of military university staff.
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